Crosby Training is committed to an inclusive and supportive workplace, recognising that menopausal symptoms can affect staff before, during, and after menopause. This policy provides guidance for managing symptoms, reasonable adjustments, and wellbeing support. It applies to all staff, including those identifying as non-binary, transgender, or intersex.
PURPOSE & SCOPE
Promote awareness and understanding of menopause in the workplace.
Support staff experiencing symptoms, reducing absenteeism and maintaining wellbeing.
Ensure compliance with Health & Safety at Work, Equality Act 2010, and best-practice guidance.
Provide adjustments to retain valued staff and maintain morale and performance.
RESPONSIBILITIES
Leadership & Management: Communicate and implement the policy; ensure managers are trained.
Line Managers: First point of contact for discussions, implement adjustments, monitor effectiveness.
HR & Wellbeing/Safeguarding Team: Provide guidance, facilitate confidential discussions, record adjustments, signpost to external resources.
Employees: Raise concerns timely, participate in adjustment planning, take reasonable responsibility for health and safety.
STANDARD WORKPLACE SUPPORT
Access to toilets, drinking water, natural light, and temperature regulation.
Risk assessments conducted by competent staff.
Baseline support is provided to all staff; individual adjustments are agreed case by case.
