Recommendation 8

HM Government Rejected

Whilst supporting the ambition, the government does not accept this recommendation, as we do not believe a model menopause policy is necessary at this moment. The government agrees with the Committee that there is much that employers can and should do to help their employees experiencing the menopause. We are supportive of the aim to educate and inform employers and workplace colleagues about the potential symptoms of the menopause, and how they can support women at work. The government also agrees that it has a key strategic role in helping businesses and should lead the way in disseminating good practice. Many organisations have introduced workplace policies and other forms of support such as menopause champions, training for employees and line managers, and signposting employees to occupational health services. Within the Civil Service, in 2021, a Menopause in the Workplace Policy was launched. The Menopause in the Workplace Policy is intended to raise awareness of the menopause amongst all employees and managers, helping to promote and create a fully inclusive organisational environment that is supportive of all employees impacted by the menopause. It outlines what departments should do for staff and signals to managers that they should be supportive of employees who are experiencing difficult menopausal symptoms. It also raises awareness of the flexibilities available including what workplace adjustments could be considered, for example flexible working to support and help women manage symptoms of the menopause. The NHS England National Menopause Care Improvement Programme has developed and launched national menopause guidance for the workplace20 that champions staff wellbeing so that women can remain and thrive in the workforce through and beyond their menopause. The next phase of this includes menopause awareness training for line managers and the workforce. These products are being developed in partnership with menopause and workforce experts and will be pioneered first in the NHS and can then be shared with other sectors. The Civil Service and NHS are two of the largest employers to sign the Wellbeing of Women menopause workplace pledge. The Workplace Menopause Pledge aims for organisations to commit to recognising that the menopause is a workplace issue, and that women need support, as well as talking respectfully and openly about the menopause, and actively supporting and informing colleagues. We will continue to encourage other employers to do the same. Furthermore, leading organisations have already produced resources to support employers and employees. For example, the Chartered Institute of Personnel and Development (CIPD) has produced the ‘Let’s talk menopause’ guidance21, and the Advisory, Conciliation and Arbitration Service (ACAS) has published ‘Menopause at work’ advice22 for employers. The independent government commissioned report into menopause in the workplace23 also outlines examples of existing guidance and best practice for employers. Government is also supporting women and employers in other ways. For example, the government’s response to the ‘Health is Everyone’s Business’ consultation was published in July 2021 and sets out some of the measures we will take to protect and maintain progress made to reduce ill-health related job loss and see 1 million more disabled people in work from 2017 to 2027. The consultation response sets out our plans for increasing access to employer-provided occupational health for small-to-medium-sized enterprises and self- employed organisations—to support innovation and build capacity in the occupational health market—and around the guidance needed on how employers can best support people to remain in work. The response to recommendation 9 sets out government policy on flexible working. Furthermore, the theme of the Health and Wellbeing Fund 2022 to 202524 is women’s reproductive wellbeing in the workplace. The Health and Wellbeing Fund is run jointly by the Department of Health and Social Care and NHS England, and provides an opportunity to collaborate with voluntary, community and social enterprises (VCSE) who are often the experts on particular issues and communities. The fund launched in May 2022 and invited applications from VCSE organisations for projects that can provide a holistic support offer to assist women experiencing reproductive health issues for example menstrual health and gynaecological conditions, fertility problems, pregnancy loss or menopause, to remain in, or return to, the workplace. On 9 December 2022 the government announced over £1.97 million of grant funding to 16 organisations across England25. These projects will help to build the evidence base and spread best practice. We therefore do not believe that the government producing model menopause policies is necessary at this time. There is much work underway already and we want to focus on highlighting and sharing best practice, which will avoid risk of duplication of effort