Labour’s Menopause Action Plan is welcome news for many. Despite campaigning groups repeatedly calling for concrete action on menopause in the workplace, progress has been slow.
In January 2023, the Conservative Government rejected a proposal to make ‘menopause’ a specific characteristic in the 2010 Equality Act. And many feel that the existing guidance from Equality and Human Rights on supporting menopausal women at work isn’t strong enough.
As part of its ‘Plan to Make Work Pay’ Labour has committed to introducing new legislation requiring large firms (250+ employees) to document the actions they’re taking to support those experiencing menopause in the workplace and submit evidence to a government portal. This includes gender pay gap data, training, information sharing, and policies on flexibility, absence, and dress code.
This is a strong step in the right direction.
But what about SMEs?
Smaller companies with 0-250 employees account for 99.9% of all UK business, meaning the proposed legislation would leave most firms accountable only to themselves for their menopause support.
So, beyond social responsibility and supporting their employees, what incentive do HR teams and small businesses have for creating their own Menopause Action Plan?
Actively supporting menopause improves hiring and retention
According to research by CIPD in 2023, 17% of workers in the UK have considered leaving their jobs due to a lack of support with their menopause symptoms. Similarly, the Fawcett Society found one in ten women employed during menopause were forced to leave work because of their symptoms.
For larger companies, menopause action plans are expected to include policies like offering employees paid time off, uniform alterations and temperature-controlled areas to help women manage menopausal symptoms.
For smaller companies, though not a legal obligation, taking the above steps can keep employees going through menopause engaged, happy, and less likely to look elsewhere.
Having progressive health benefits in place – including support for menopausal workers – can also help businesses when it comes to hiring and retention. A recent report on employee benefits found that 88% of workers see health benefits as ‘extremely’ or ‘very’ important, and that 73% want a more tailored benefits package to support their individual needs.
Clearly, prospective employees are prioritising meaningful, wellbeing-focused benefits when considering where to work.
For small businesses competing against more established firms for talent, offering a well-rounded benefits package focused on individualised health support can help them attract and retain the best staff.
Greater menopause support benefits the economy
On the benefits of the new menopause plan, Labour Deputy Leader Angela Rayner said the policy was a “simple and effective way” to “improve productivity, keep more people in work and ultimately grow our economy for all”.
And statistics from the Department for Work & Pensions support this point of view, showing that businesses lose over 14 million working days because of a lack of menopause awareness.
The financial burden of absenteeism caused by a lack of menopause support is likely to be felt more heavily by smaller companies. SMEs will have fewer employees to cover shifts, may have more limited access to HR resources, and less budget for benefits like employee wellbeing services that can reduce long-term absence.
By focusing efforts where possible on introducing their own menopause action plan, small businesses can reduce the impact of poor staff wellbeing and increased absenteeism.
Putting cost-effective measures in place like flexible working, flexible dress codes and introducing wellbeing initiatives can help make employees going through any challenging time feel more valued and supported in their role, reducing turnover costs.
Reporting on menopause data is essential for businesses of all sizes
According to CPD online, “When a business chooses to take part in gender pay gap reporting voluntarily, it can send powerful messages about its commitment to equality and transparency in the workplace.”
With recent research showing that 87% of job seekers are looking for transparency, publishing reports on gender and women’s health could give SMEs a powerful advantage when it comes to hiring.
Companies with more women in senior leadership positions outperform those without
According to CIPD, 27% of women say menopause symptoms have negatively affected their career progression.
Struggling to concentrate at work, an inability to carry out physical tasks, and having to take more time off are all menopause symptoms that can significantly impact progression.
But, according to Bloomberg, companies with more women in senior leadership positions are 10x more profitable than those with all-male boards.
Although this report is based on larger companies with executive boards, according to the World Economic Forum, female leaders have a huge social-economic impact on smaller businesses too. The report found women-led businesses drive job creation, spark innovation and even contribute to greener, more sustainable companies.
Therefore, it’s in the best interest of companies of all sizes to adopt measures that support women in the workplace – like a menopause action plan – to keep them engaged, and expedite their progression to senior leadership roles.
How can small businesses keep up with less accountability and fewer resources?
To summarise, staying competitive with larger companies and their menopause action plans is in the best interest of smaller companies. But it can be more challenging without proper support and guidance.
HR teams will need to develop menopause policies, put greater effort into training initiatives for managers, and improve general menopause awareness in their organisation.
In terms of the changing rules, paid leave is likely to bring the biggest change as employees will need to be notified of the change, and policies and payroll will need to be updated.
Additionally, HR teams and employers can help by offering flexible working, mental health support like an employee wellbeing service, and staying up to date on the latest legal advice from the government.
