Gateshead Council has agreed a workforce menopause policy in order to better support the health and wellbeing of staff experiencing menopause, and attract and retain employees.
The policy details how its managers and employees can help to alleviate the impact of the menopause on those experiencing symptoms in the workplace, which include brain fog or hot flushes. To reduce the negative impact of symptoms, which may lead to employees leaving their roles, it also explains how reasonable adjustments can be made.
The policy has been supported by the council’s new Women and Girls Committee, which aims to tackle gender inequalities by focusing on areas including women’s health, economic inclusion and domestic abuse. It will go to the full council for final approval in June.
Staff in need of support can also join the council’s Employee Equality Network. The network aims to inform and influence the council’s approach to equality and diversity in the workplace by focusing on protected characteristics under the Equality Act.
According to the council, the policy recognises the vital role of women within the organisation.
Councillor Bernadette Oliphant, cabinet member for health and wellbeing at Gateshead Council, said: “Our first menopause policy will be hugely valuable to the council, helping us to promote wellbeing in the workplace while reducing the risk of losing talented and experienced employees who, without reasonable adjustments, may feel unable to continue working. We have a responsibility to ensure anyone who works for the council can do so safely, which includes mitigating risks to health wherever possible.
“This policy goes above and beyond statutory duty to incorporate the voice of our employees, which included suggestions for how we can best support those experiencing menopause symptoms. With thousands of women across the organisation, it is only right that we do everything we can to support them in their work, as we would support any employee with a health condition or disability.”
