Employer -Menopause friendly workplaces
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How to make work menopause-friendly: don't think of it as a problem to be managed
For many, menopause conjures up feelings of embarrassment, hot flushes, mood swings and sleep disturbance. It doesn’t usually conjure up thoughts about the workplace.
Stressful work environments can exacerbate menopausal symptoms. Women who enjoy higher levels of support, on the other hand, report lower levels of menopausal symptoms.
Some employers think menopause hurts productivity and is therefore a reason to avoid employing older women. But not every woman experiences menopausal transition the same way and it is wrong to assume it will always have a negative impact on wor
More and more Australian women are facing a silent career killer. It can increase their dissatisfaction with work, their absenteeism and their intention to quit their jobs. Menopause is one of the last great taboo subjects in the workplace but its impacts are great – and it’s time we talked about it.
Menopause typically occurs in women around 51 years of age. Prior to this women also pass through a period of peri-menopause where symptoms are apparent. These include fatigue, hot flushes, sleep disruption, irregular and unpredictable bleeding, urinary issues and mood swings. In all, menopausal symptoms generally last from four to eight years.
This directly relates to the workforce in Australia because the participation of women over 45 years of age is steadily increasing, particularly in the 55-64 age group. Between 1999 and 2012, this group’s workforce participation rate grew by a staggering 23%
.
What do we know about menopause and work?
A large study of women over 40 working at Australian universities was conducted in 2013-14. It’s one of the few to examine this issue locally.
This research showed that menopause did not necessarily affect job performance. But there was a strong link between the severity of symptoms and reduced engagement and satisfaction with work – as well as a higher intention to quit work.
Unsurprisingly, these reactions can have negative impacts on career aspirations. A 2013 report, Older Women Matter: Harnessing the talents of Australia’s older female workforce, examined the issue of attracting and retaining older women in Australian workplaces. While not directly about menopause, this report argued that employers could reap significant benefits by examining their strategies and policies for employees in this demographic.
Studies overseas, particularly in the UK, have more comprehensively explored the link between workplace performance and menopause. It is generally agreed that women are often able to conceal their symptoms and manage their workloads. Yet they often do so at their own personal expense.
One study found that only a quarter of respondents felt comfortable enough to discuss their menopausal symptoms with their line managers. Most believed it was a personal and private matter. Other reasons for non-disclosure included the belief that it had no impact on their work, and their manager being male and being embarrassed.
The consensus then is that this important group of employees need support so that menopausal symptoms can be discussed and managed. That in turn means employees can be retained and developed. But how do employers make this happen?
Cultural influences
Features of the workplace culture and managerial styles stressful work environments can exacerbate menopausal symptoms. Women who enjoy higher levels of support, on the other hand, report lower levels of menopausal symptoms.
For some women menopause will present significant and long-term health episodes and may be covered under disability discrimination employment laws. It is also important to note that any medical information provided by a staff member is likely deemed sensitive information under the Privacy Act.
For other women, menopause was just seen as part of a broader “time of life” when many women feel energised, more free from caring responsibilities and ready to go in terms of their career.
Practical steps
There are a number of practical steps employers can take to create menopause-friendly workplaces:
Fans and easy access to temperature control were a common recommendation from our research.
Ability to work flexibly or from home during extreme weather or times when they were experiencing symptoms such as excessive bleeding or migraines.
Culturally supportive so women feel like they can reach out for support when needed.
Information ;provided about menopause – for both men and women – should be part of organisational health and wellness agendas. Book in well trained menopause trainers through Corporate Wellness Solutions. www.corporatewellnesssolutions.com.au
Cultural shifts
A shift in social attitudes can make menopause a positive experience,
Managerial systems should put menopause on the workplace agenda rather than considering it only when it becomes an “issue” or “problem”. Including menopause in occupational health and safety and human resource policies can also challenge hidden biases.
Finally, line management training is vital. All too often how menopause is dealt with in the workplace comes down to a supervisor’s personal experience and understanding. When managerial responses remain ad hoc and unpredictable, it is not surprising that 60% of women feel unable to discuss their menopausal symptoms with their line manager.
Don’t manage menopause
These steps are not just about alleviating symptoms. They are about avoiding signalling that women of a certain age are an inconvenience or less valued as employees.
So want to know the best way to support menopause in the workplace?
Provide ways to start the conversation in a positive way.
Encourage open and honest communication that does not automatically lead to discussion of performance.
Think about proactive practical steps that can accommodate symptoms.
It is about enabling a positive and productive work environment for those going through menopause, not “managing” menopause and its symptoms as a problem.
Get help to become a Menopause Accredited Business
Corporate Wellness Solutions is one of the leading Australian wellness organisations equipped to help businesses ensure better support for their staff experiencing perimenopause or menopause. They provide practical and expert training and resources to businesses to provide support to staff
experiencing menopausal symptoms at work and help managers and HR professionals to understand how they can provide the right support to their workforce. They help workplaces create an environment where everyone enjoys equal opportunity to achieve their best at work regardless of age, gender, or experience of menopause. Corporate Wellness Solutions compliance team also ensure compliance obligations are met and works with business to attain menopause friendly accreditation, which has enormous value on culture, staff retention, staff productivity and morale.
Book a menopause wellness education session through highly skilled trainers - www.corporatewellnesssolutions.com.au
GET YOUR BUSINESS MENOPAUSE ACCREDITED NOW.
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De Facto relationships in Australia
“If a de facto couple separate, there are very strict requirements to be satisfied before they can make a financial or parenting order in the Family Court after separation.”
A de facto relationship is defined in Australia as a relationship between two individuals, who may be of the same or opposite sex, who have a relationship as a couple, are not legally married or related by family, and live together on a genuine domestic basis.
De facto relationships can be extremely varied and there is no set checklist of factors to prove that a couple is living in a de facto relationship, but the following is usually taken into consideration when assessing whether the couple is considered to be in a De facto relationship:
Are the couple living together?
How long have the couple been living together?
Do they have a sexual relationship?
Are they financially independent or do they share bank accounts, own property together, share weekly living expenses like electricity and gas and other utilities and insurance?
Do their family and friends consider them a couple?
Is there a mutual commitment between them?
Do they have any children which they care for and support?
If a de facto couple separate, there are very strict requirements to be satisfied before they can make a financial or parenting order in the Family Court after separation. The Family Court does not apply to de facto relationships unless the court is satisfied that the following applies:
1. The relationship broke down after 1 March 2009 or 1 July 2010 (South Australia) AND
2. They were in a genuine de facto relationship with each other (not legally married) and it has now broken down, AND
3. They have a geographical connection to the participating jurisdiction, AND
4. They must also meet one of the following criteria:
The period for the de facto relationship was for at least 2 years, OR
There is a child in the de facto relationship, OR
The de facto relationship is registered with the Department of Births, Deaths and Marriages under a prescribed law of a particular Australian State or Territory. De facto partners often register to show commitment to one another as well as to make it easier to prove they are in a relationship for financial matters such as tax and superannuation purposes, Centrelink and other government payments. Please note, different registration requirements may apply for each State and Territory of Australia, OR
If in a de facto relationship for less than 2 years, when assessing their property or custodial claims, it is recognised that a significant contribution was being made by one party and the failure to issue an order would result in a serious misjustice to the person applying for the order.
Parties who are separating from a de facto relationship can apply to the Family Court, using the same forms as a married couple, to have their financial and parenting matters determined in the same way as married couples. De facto financial orders must be applied for within two years of the last breakdown of the relationship (ie date of separation). They must apply to the courts to get permission for an extension, if beyond two years.
Before a court can make a parenting order, the parties must show they have made a genuine attempt to resolve the disputes via family dispute resolution, which is a process in which an accredited family dispute practitioner helps people resolve disputes relating to separation or divorce.
Once family dispute resolution has been attempted, a section 601 certificate will usually be issued unless there are unique circumstances such as family violence or child abuse by a party or risk of it.
Date of Separation importance
The specific date of separation becomes important especially for property settlement as well as for child support payments and Centrelink entitlements. It is the day the two individuals stop living together as a couple. If there are disputes over the date, the parties can provide evidence such as receipts for short term leases or accommodation, separation of finances, notification of government social services of the separation, informing family and friends.
If the separated couple continue to live in the same residence for various reasons including financial, children or for convenience, the law will usually require supporting evidence (by sworn written statements referred to as affidavits) that the parties were actually separated whilst living under the same roof. If the date remains in dispute, the court will have to make their own judgment based on all the facts.
If there have been any attempts to reconcile during the separation period, then provided it is for no more than 3 months, the length of the first separation can be then added to the subsequent separation period. However, if the reconciliation is for more than 3 months then the date of separation begins from the end of the last reconciliation.
How to protect your assets from a de facto relationship
A Binding Financial Agreement (BFA) is often the most effective way as it considers what each person brings into the relationship, their contribution during the relationship and other conditions such as children of the relationship.
De Facto separation and your Will
In many states of Australia, it should be noted that separating from your de facto partner will not change your Will and any gift in your Will to your ex-de facto partner would likely still be valid on your death, even if you have separated and divided up your assets. It is highly recommended that you get legal advice about your relevant jurisdiction’s requirements, amending your Will and any future claims that your ex-de facto may still have on your estate, for example if they were being financially maintained by you at the time of your passing or they are the parent of your child, who is still a minor they may still be entitled to a claim even if your will is amended.
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