How can organisations account for menstrual and menopausal leave

Work could become more equitable by allowing menstrual and menopausal leave. Upon legislative implementation of menstrual and menopausal leave, HR will be required to review existing policies, enhance education, and normalise workplace conversations about menstruation and menopause. ​

It will take broader education and management awareness for these policies to succeed. Many people might not feel comfortable discussing the topic in the workplace, so it is essential to design the policy to address cultural issues.

Some implementations could include:  

​1.     Flexibility in working location and hours:
Employees experiencing debilitating symptoms relating to menstruation and menopause should be allowed to work from home. 

2.     Conduct an internal review of existing workplace support: 
Find ways to make your workplace more comfortable for your employees, such as reviewing your physical workspace. For example, consider making desk fans available to your employees or reviewing the proximity of bathrooms to employee workspaces. 

3.     Training and education: 
Offer managerial and supervisory training on how to recognise these biological functions, and advice on how to support employees experiencing symptoms.

Conclusion
HR professionals must know what is happening behind the scenes in the lives of their employees, whether it is family planning or mental health support. Creating policies and supporting systems that alleviate employee pressure is HR's responsibility.

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The information contained in this blog is general in nature. If you are unsure how this applies to you, please contact us at VeiraMal Consulting. Our consultants would be happy to guide you through this.