At Ambition, we value the health and well-being of all our employees. Menopause is a natural stage of life which affects most women and any other people who have a menstrual cycle. Everyone will experience the menopause differently and for some, symptoms can be quite severe and affect both physical and mental health.
We are committed to creating a supportive and inclusive workplace environment for our employees going through menopause. This policy outlines our approach to providing necessary accommodations, support and resources during this transition.
What is the menopause?
All women will experience the menopause at some point during their life. The menopause can also impact trans and non-binary people who may not identify as female.
Most of those who experience the menopause will do so between the ages of 45 and 55. However, some start experiencing symptoms much earlier. Often, symptoms last between four to eight years, but they can continue for longer.
Symptoms can include, but are not limited to, sleeplessness, hot flushes, memory loss or poor concentration, headaches, muscle and joint pains, depression and anxiety.
The majority of those going through the menopause will experience some symptoms, although everyone is different, and symptoms can fluctuate.
The menopause is preceded by the perimenopause, during which the body prepares itself for menopause. The perimenopause can also last several years and can involve similar symptoms to the menopause itself. For the purpose of this policy, any reference to the menopause includes the perimenopause.
Menopause is not just an issue for women. All staff should be aware of the menopause so that they can support those going through it or otherwise affected by it.
We encourage an environment in which colleagues can have open conversations about the menopause. We expect all staff to be supportive of colleagues who may be affected by the menopause in the workplace.
Support and Adjustment
While many who go through the menopause will be able to carry on their working lives as normal, we recognise that others may benefit from adjustments to their working conditions to mitigate the impact of menopause symptoms on their work.
Adjustments we will consider if appropriate include:
Flexible Working Arrangements
We understand that menopause symptoms can vary and affect individuals differently. To support our employees, we will consider flexible working adjustments and requests, such as:
a. Adjusted working hours to accommodate changing energy levels and sleep patterns.
b. Remote work options to reduce commuting stress and provide a comfortable environment.
c. Temporary reduction of working hours to manage symptoms and gradually transition back to regular hours.
Temperature Control and Comfort
To ensure a comfortable work environment, we will strive to maintain appropriate temperature settings and ventilation.
Rest Breaks and Wellness Time
Employees experiencing menopause symptoms may need additional rest breaks during the workday. We will accommodate these requests to ensure employees can manage their symptoms effectively.
Access to Support and Resources
We will provide information about available support services, counselling, and resources for employees experiencing menopause. This may include access to healthcare professionals, employee assistance programs (EAP), and menopause support groups.
If an employee takes a leave of absence related to menopause symptoms, we will provide appropriate support and a smooth transition back to work, ensuring they feel welcome and valued in the workplace.
We hope that these measures will play a part in ensuring that any of our employees going through the menopause feel fully supported.
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