As the workforce ages and more women become eligible for menopause, it’s important for companies to have policies in place that are inclusive of menopausal employees. Menopause policies are a great way to communicate to employees the company’s commitment to creating a supportive and understanding environment for women who are experiencing the transition.
One way to include a menopause policy in a company handbook is to first create a menopause task force. This task force should include a variety of stakeholders, such as HR, legal, management, and representatives from the employee population. This group can work together to come up with language for the policy and make sure it is comprehensive.
When crafting the policy, it’s important to be aware of the legal implications such as age and sex discrimination. Early menopause can affect before the age of 40 due to undergoing health complications such as a hysterectomy, cancer treatment or family history.
You can read further information at https://www.womenshealth.gov/menopause/early-or-premature-menopause
The policy should also be clear about the types of support and accommodations that will be offered for employees going through menopause, such as flexible hours, time off for medical appointments, and access to resources such as counselling.
The policy should also encompass the company’s commitment to creating a supportive environment for menopausal employees. This could include training for managers on how to effectively support employees experiencing menopause, as well as highlighting any existing resources the company must help employees during this transition.
Including a menopause policy in a company handbook is one way to show employees that the company values and respects everyone, regardless of age or gender. It’s also a great way to create an inclusive and supportive work environment for all employees.
If you need help with how you can implement this into your handbook and organisation, get in touch with Lisa or Tracy at firstname.lastname@example.org