Hi everyone, I have been asked to draft menopause policy in our company. I am not sure where to start. Would be great if anyone of you could share some experiences. Thank you
Hi - I am looking at menopause from a workplace wellbeing standpoint and would like to know how other organisations with policies in place handle this in regard to sickness absence.
There has been talk about ensuring that menopause related absence should not count towards sickness absence 'triggers', but how do you confirm that an absence is menopause related? Would you take the employee's word for this, or would you ask for some kind of proof from a medical professional that their absence is menopause related?
Hi - I am looking at menopause from a workplace wellbeing standpoint and would like to know how other organisations with policies in place handle this in regard to sickness absence.
There has been talk about ensuring that menopause related absence should not count towards sickness absence 'triggers', but how do you confirm that an absence is menopause related? Would you take the employee's word for this, or would you ask for some kind of proof from a medical professional that their absence is menopause related?
From my own personal experience as a menopausal 54 year, I find society's current approach to the menopause, with its policies, push towards taking tablets and encouragement to talk to managers to be so completely off the mark that it is making me more keen to take early retirement as soon as I can, than ever before.
The idea that if I was off sick, someone would be asking me if it was to do with the menopause, so they could decide whether it counted towards a 'trigger' fills me with absolute horror.
I am conscious that I may be a lone voice on this one though
We already have a Menopause Policy in place and are working on the wider Menopause support (Henpicked, CIPD etc have been very useful resources)
Our Attendance Management policy currently (we are reviewing it at the moment) is that ALL absence (including Disability) is considered for absence triggers. However it is then looked at on a case by case basis as to what outcome and support would be considered once it reached the formal stages of the process.
