subject: Mountains and molehills? [print this page] Mountains and molehills? Mountains and molehills?
It appears that the TUC has issued new guidelines on how to support female employees through the menopause. It believes that with 3.5 million women aged over 50 in the workplace, menopause is becoming an increasingly important occupational health issue.
In its new publication "Supporting women through the menopause" is fairly basic guide, the TUC tackles female health problems in the workplace connected with menopause. The guidance refers to research published by the British Occupational Health Research Foundation in conjunction with the University of Nottingham. It also includes feedback from union health and safety representatives.
But itdoesn'treally give much evidence to underpin its conclusions that menopause management is a problem in the workplace. Granted that menopause can be uncomfortable, and for a minority of women it's an extremely challenging time. The individual has to take primary responsibility for alleviating her symptoms; it's not entirely clear why employers are expected to do the informing and preparing of a female employee for menopause as suggested.
Of course, if a female employee has menopause-related difficulties which impact on her health, a reasonable employer should deal with her as it would treat any other ill health matter. That is, to take an empathetic view, to investigate in the context of a welfare discussion and see what reasonable adjustments can be made to accommodate the employee and support her in returning to the workplace.
According to the TUC, female employees also complained of being criticised for taking menopause-related sick leave, were embarrassed about discussing the issue with employers and alleged they were criticised or ridiculed by their managers on the subject. It would be quite wrong to treat women in this way, though of course, if a woman was unable to work because of her ill health and the employer could not make reasonable adjustments, it would eventually be fair to consider dismissal on ill health grounds. Such a case would be extremely unusual; I have never yet heard of a case of dismissal caused by menopause, though I concede nothing is impossible.
"Supporting women through the menopause" is fairly basic guide. It points out that menopausal women often experience hot flushes, headaches, tiredness, sweating, anxiety attacks and increased stress levels, symptoms that can be made worse by high workplace temperatures, poor ventilation, poor or non-existent rest or toilet facilities or a lack of access to cold drinking water. This information is readily available in any doctor's waiting room, on Google, or many other places.
TUC general secretary Brendan Barber said: "There is no excuse for the silence, embarrassment, confusion and inaction around the menopause something that all women go through. The health of women in later years depends very much on their health when they are going through the menopause, and this report shows employers and unions can work together to do much more to protect them."
What protection does the TUC recommend, exactly? The report lists a range of rather vague measures including training line managers to recognise how the menopause can affect work and understand what adjustments may be necessary. After reading the guidance, Icouldn'tfind any practical guidance specific to menopause at all.
Perhaps I'm a littlebiased. But then as a middle aged women, I am an expert! The guidance is well-intentioned but the advice is rather too vague to be very helpful.
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