The Labour Party has recently announced plans to introduce mandatory flexible working for menopausal women but many organisations already have a menopause policy due to the considerable personal and professional toll the symptoms can impose on many women including; anxiety and/or depression, memory loss, panic attacks, loss of confidence and reduced concentration, hot flushes, sleep disturbance, night sweats, muscle and joint stiffness, aches and pains headaches, heart palpitations and skin changes.
In these times 75 – 80% of menopausal women are in work and the menopause can go on for anything between four and twelve years, so recognition and understanding by employees is important. The Chartered Institute for Personnel and Development advises it is important to foster an honest, open environment and to make reasonable adjustments where it would help. Flexible working arrangements are likely to go a long way towards helping menopausal employees through this time and will ultimately reduce sickness absence and ensure ongoing productivity in the long term.
On average 55 vulnerabilities are identified daily.
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Review your organisations priorities and ask ‘can we afford a breach?’. What do I do during an incident? Who do I involve? When do I involve the ICO?
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