How can employers provide support for menopausal women?

Penny works for an employer who recognises the need to manage the workplace so that it is the best that it can be for everyone, including those who are experiencing the challenges of menopause. 

Is she lucky? 

As a lawyer (academic not practicing) and an employer (practicing not academic), I find that I tend towards the moral when making decisions.

Let me explain….

If I have a decision to make, I do what is right (according to my moral values). I am not influenced by legal requirements as my moral compass leads me to a place which is over and above the legal requirement. I could be described as ‘self-regulating’. I don’t need an external legal framework to persuade me to look after my team.

There are others for whom a legal framework (the law, civil – the fear of being sued, criminal – the fear of being prosecuted) is the motivating factor – they do what they have to do and no more.

Still, more folk won’t be influenced by either the moral or the legal, they are not fearful of some punitive measure. Generally, they don’t do much in the way of looking after their teams. 

Coming back to Penny - is she lucky? I suggest not, she has an employer who has recognised the need to comply with basic legal requirements in regard to the health, safety and welfare of their employees.

If one of Penny’s colleagues was pregnant, would we consider her lucky if her employer were to carry out a risk assessment and make reasonable adjustments?


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