Category: News

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Understanding UK Paternity Leave: A Call for Change

A baby sleeps peacefully in a cozy gray blanket while being held by a man in a knitted sweater. The atmosphere is calm and tender.

Statutory UK paternity leave remains limited and financially inaccessible for many families. Eligible employees can take one or two weeks of paternity leave, paid at £187.18 per week or 90% of average weekly earnings (whichever is lower). This rate is significantly below the national minimum wage, making it difficult for many fathers to take time off without financial strain.

The government has proposed making paternity leave a day-one right. However, the change does not include any increase in pay. This omission leaves the core issue unresolved.

In response to these shortcomings, the grassroots campaign, The Dad Shift, is calling for a more equitable and inclusive approach to parental leave. On June 11 2025, they are organising a nationwide “Dad’s Strike”, a symbolic day of action. Fathers and co-parents are encouraged to take the day off to highlight the inadequacy of current paternity leave policies.

The Dad’s Strike on June 11 takes place during Men’s Health Week 2025. This event offers a timely opportunity to reflect on how workplace policies affect men’s wellbeing. While the week covers a wide range of health issues, the strike draws attention to the role of parental leave in supporting mental health. In the UK, men account for three-quarters of suicides, and one in eight men experiences a common mental health problem like anxiety or depression.

Research shows that early involvement in caregiving can reduce stress and improve emotional wellbeing for fathers. Yet, with only two weeks of low-paid leave, many must return to work before they’ve had a chance to adjust. This is a missed opportunity for both families and employers.

A new report from the Women and Equalities Committee, published on June 10, 2025, delivers a stark assessment of the UK’s parental leave system. The report concludes that the current framework is “fundamentally flawed,” particularly due to low statutory pay and limited leave for fathers, which discourages uptake and reinforces outdated gender roles.

At just two weeks of paternity leave, the UK lags significantly behind many European countries. For example, Sweden offers 90 days of paid paternity leave, while Spain provides 16 weeks of fully paid leave for both parents.

The Committee urges the government to raise statutory paternity pay to 90% of average earnings for the first six weeks. This change would align it with maternity pay. They also recommend incrementally extending paternity leave to six weeks. Moreover, it should be made accessible to self-employed parents, who are currently excluded from support altogether.

 Without bold reform, the UK risks falling further behind in promoting gender equality and supporting modern family life.

Why This Matters for Employers

Employers have a unique opportunity, and responsibility, to lead the way in supporting working fathers.

Here’s how:

  • Enhance paternity leave policies – Go beyond the statutory minimum by offering longer and better-paid leave.
  • Promote flexible working: Encourage shared caregiving through flexible hours and remote work options.
  • Foster a supportive culture: Normalise paternity leave and challenge outdated gender norms in the workplace.

    The Business Case for Better Paternity Leave

    Investing in paternity leave isn’t just a matter of fairness — it’s a strategic advantage. Forward-thinking employers are recognising that supporting fathers at work leads to measurable business benefits across the board.

    Boosted Retention and Reduced Turnover

    When employees feel supported in balancing work and family life, they’re more likely to stay. Enhanced paternity leave helps reduce costly turnover, particularly among new parents navigating major life transitions.

    Higher Engagement and Productivity

    Fathers who are given time to bond with their children return to work more focused, less stressed, and more loyal. This translates into stronger performance and a more engaged workforce.

    Progress Toward Gender Equality

    Encouraging men to take parental leave helps level the playing field for women. It reduces the “motherhood penalty” and supports a culture where caregiving is a shared responsibility — not a gendered one.

    Stronger Employer Brand

    Companies that offer inclusive, family-friendly policies are more attractive to top talent. This is especially true for younger generations. They prioritise work-life balance and values-driven employers.

    Alignment with ESG and DEI Goals

    Enhanced paternity leave supports broader Environmental, Social, and Governance (ESG) and Diversity, Equity, and Inclusion (DEI) commitments. It signals that your organisation is serious about equity and wellbeing.

    Looking Ahead

    As Men’s Health Week and the Dad’s Strike highlight the challenges faced by working fathers and co-parents, this is a pivotal moment for HR leaders to reflect, and take action. Supporting families in the workplace isn’t just a symbolic gesture; it’s a long-term investment in building inclusive, resilient, and future-ready organisations.

    By rethinking parental leave policies, embracing flexibility, and fostering a culture where caregiving is valued regardless of gender, employers can drive meaningful change. A more equitable approach to paternity leave strengthens families, supports employee wellbeing, and helps close persistent gender gaps in the workplace.

    If you’d like to find out more about how you can support families in the workplace, contact us today for an initial chat.

    References:

    https://www.acas.org.uk/paternity-rights-leave-and-pay

    https://committees.parliament.uk/publications/48254/documents/252625/default

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    How AI in Recruitment Is Transforming the Hiring Process

    Digital illustration showing a human and AI collaboration with a neural network brain and handshake, symbolising AI in recruitment and hiring processes

    As we continue to explore the evolving role of AI in the workplace, one of its most significant and rapidly advancing areas of impact is how businesses attract, assess, and hire talent. In a world where competition for top candidates is fierce, using AI in recruitment is proving to be a powerful, strategic move.

    The Traditional Hiring Challenge

    Recruitment has traditionally been a time-consuming and resource-intensive process. HR and recruitment teams often sift through hundreds of resumes. They conduct multiple rounds of interviews, as well as rely heavily on subjective judgments. As a consequence, this approach can lead to unconscious bias. It may also result in inconsistent candidate experiences and missed opportunities to hire top talent.

    Enter AI: A Game-Changer in Talent Acquisition

    AI is revolutionising recruitment by automating repetitive tasks, enhancing decision-making, as well as improving candidate engagement. Here’s how:

    AI-Generated Job Descriptions:

      One of the first steps in hiring, writing job descriptions, is now being improved with the help of generative AI, a type of artificial intelligence that can create new content, like text or images, based on patterns it has learned from existing data.

      This tool can:

      • Analyse existing job postings and industry standards
      • Suggest inclusive and engaging language
      • Tailor descriptions to attract the right talent
      • Ensure alignment with company tone and values

      CV Screening and Shortlisting:

      AI tools can quickly scan thousands of resumes. They pick out the best candidates based on set criteria as a result. With Natural Language Processing (NLP), they understand things like context, skills, and experience—helping reduce mistakes and bias in the process.

      Chatbots for Candidate Engagement:

      AI chatbots deliver real-time responses to candidate queries, schedule interviews, and offer updates on application status. This 24/7 engagement improves the candidate experience as well as freeing up recruiters to focus on strategic tasks.

      Predictive Analytics:

      AI can help predict how likely a candidate is to succeed in a job by looking at past hiring data. It also considers how well the person might perform and add to the company culture. This helps businesses make smarter hiring choices.

      Video Interview Analysis:

      AI can look at video interviews to pick up on things like tone of voice, facial expressions, and body language. While some find this approach controversial, it’s meant to offer deeper insight into a candidate’s personality and how they communicate.

      Reducing Bias:

      When used ethically, AI can help reduce bias by focusing only on a person’s skills and qualifications. Nonetheless, it’s important to make sure the AI itself isn’t biased, which means keeping a close eye on how it’s built and used.

      AI in Onboarding:

      AI doesn’t stop helping once someone’s hired—it also supports the onboarding process. Smart platforms can personalise training, guide new hires through custom learning paths, and also handle paperwork automatically. Chatbots can even answer common questions. This helps new employees feel supported from day one. It lightens the load for HR as well as helping people get up to speed faster.

      Case Studies: AI in Action

      1. HMRC (HM Revenue and Customs)

      HMRC uses AI to make hiring faster and easier, especially for busy roles like customer service. Candidates take online tests and a video interview, which AI reviews to see how well they match Civil Service values. Sometimes, people even get job offers without talking to a person. Inside HMRC, AI also helps HR teams write job ads and study workforce trends. Applicants are encouraged to use AI for brainstorming. They can also make their answers clearer with AI. However, they should not rely on it completely for assessments.

      2. Unilever

      Unilever uses AI to screen entry-level candidates with fun, game-like tests ( gamification) and video interviews. The AI looks at things like facial expressions, tone, and word choice to understand traits like curiosity and emotional intelligence. This has helped Unilever hire faster, cutting the time by 75%, and made their hiring more diverse.

      3. Hilton

      Hilton implemented AI chatbots to handle initial candidate interactions, answer FAQs, and schedule interviews. This has significantly improved candidate engagement and reduced drop-off rates during the application process.

      Benefits of AI in Recruitment:

      • Speed and Efficiency: Automates time-consuming tasks, reducing time-to-hire.
      • Cost Savings: Lowers recruitment costs by minimising manual effort.
      • Improved Quality of Hire: Uses data to match candidates more accurately to roles.
      • Enhanced Candidate Experience: Offers timely communication and a smoother application process.

      Challenges and Considerations of AI in Recruitment:

      Despite its advantages, AI in recruitment is not without challenges:

      • Bias in AI: If the data used to train AI is biased, it can lead to unfair decisions.
      • Privacy Issues: AI needs strong data protection because it handles personal information.
      • Lack of Human Touch: Relying too much on AI can make the hiring process feel cold or impersonal.

      The Future of AI in Recruitment

      As AI grows, it will play a bigger and smarter role in hiring. It’ll work more closely with other HR tools, offer more personalised experiences for candidates, and help improve diversity and inclusion.

      But the real key is balance. AI should support, not replace, human recruiters—helping them hire faster, more fairly, and with better insight.

      If you need further support on this or any other HR or recruitment issue, contact us for an initial chat.

      You can also find out more about AI in the workplace by reading our insights here.

      References:

      [1](https://www.socialtalent.com/blog/socialtalent-news/ai-in-public-sector-recruitment-hmrc-andy-headworth):

      [2](https://webpipl.com/companies-using-ai-for-recruitment):

      Posted on

      Future of Workplace Learning: Embracing Technology and Skills Development

      A person points at a digital interface displaying the word SKILLS among various technology and business-related icons on a blue-toned background.

      Looking ahead to the future of workplace learning, significant changes are expected. Due to advances in technology, evolving workforce expectations, and the need for flexibility in a rapidly changing business environment, organisations must stay ahead to stay competitive. Here are some key trends to watch, potential challenges, and how organisations can prepare for them:

      Key trends to watch for and how organisations can prepare for them:

      1. AI-Driven Personalisation:

      Artificial Intelligence (AI) will continue to revolutionise workplace learning by offering hyper-personalised learning experiences. Firstly, AI-powered platforms can analyse employee performance, learning preferences, and skill gaps. As a result, they deliver tailored content that resonates with individual learners. Moreover, this approach ensures that training is both efficient and effective and ultimately, it enhances engagement and retention.

      Preparation Tip: Invest in AI-driven learning management systems (LMS) that can offer personalised learning paths for employees. Encourage a culture of continuous learning by integrating AI tools that adapt to the evolving needs of your workforce.

      2. Upskilling, Reskilling, and Right-Skilling:

      The rapid pace of technological change and shifting market demands require continuous skill development. Upskilling focuses on enhancing existing skills, reskilling equips employees for new roles, and right-skilling ensures employees have the precise competencies required for their positions

      Preparation Tip: Develop a comprehensive skill development strategy that includes regular assessments of skill gaps and targeted training programs. Encourage employees to take ownership of their learning journeys by providing access to diverse learning resources.

      3. Immersive Learning Technologies:

      Virtual Reality (VR) creates a completely digital world. Augmented Reality (AR) adds digital elements to the real world. Mixed Reality (MR) combines both. These technologies will play a big role in workplace learning. They offer immersive and interactive experiences. This helps employees understand and remember complex concepts better.

      Preparation Tip: Explore the potential of immersive learning technologies by piloting VR or AR training modules. Evaluate their effectiveness and scalability before integrating them into your broader learning strategy.

      4. Microlearning and On-Demand Learning:

      Microlearning, which involves delivering content in small, manageable chunks, will become increasingly popular. This approach caters to the modern learner’s preference for quick, easily digestible information. Likewise, on-demand learning platforms will also gain traction, allowing employees to access training materials anytime, anywhere.

      Preparation Tip: Create a library of microlearning modules that employees can access on-demand. Make sure that these modules are mobile-friendly and cover a wide range of topics relevant to your workforce.

      5. Data-Driven Learning and Analytics:

      Data analytics will play a crucial role in shaping workplace learning strategies. By leveraging data, organisations can gain insights into learning patterns and also identify areas for improvement. They can also measure the impact of training programs.

      Preparation Tip: Implement data analytics tools to track and analyse learning metrics. Use these insights to continuously refine and improve your learning programs, ensuring they align with organisational goals and employee needs.

      6. Emphasis on Soft Skills:

      Automation and AI are taking over routine tasks. As a result, soft skills like communication, leadership, and emotional intelligence will become increasingly important. Therefore, organisations will need to focus on developing these skills to guarantee a well-rounded and adaptable workforce.

      Preparation Tip: Incorporate soft skills training into your learning and development programs. Offer workshops, coaching sessions, and mentorship opportunities to help employees build these essential skills.

      7. Integration of Learning and Career Development:

      Learning and career development will become more intertwined, with organisations recognising the importance of providing clear career progression paths. This approach not only enhances employee engagement but also aids in talent retention as well.

      Preparation Tip: Align learning programs with career development initiatives. Provide employees with opportunities to advance their careers through targeted training and development plans.

      Future of Workplace Learning

      In navigating the evolving landscape of workplace learning, it’s clear there are real challenges. Rising costs and complex data systems are among these challenges. Likewise resistance to change and measuring soft skills are also significant obstacles. Furthermore, the latest ACAS survey shows that 26% of UK workers are worried about AI causing job losses. Thus, it’s crucial for employers to tackle these concerns. With the right tools and mindset, organisations can turn these hurdles into stepping stones.

      By embracing AI-driven learning platforms, piloting immersive technologies, and creating flexible microlearning experiences, businesses can deliver training that sticks. Incorporating robust data analytics guarantees learning is meaningful. Embedding soft skills development into everyday feedback ensures it is measurable.

      Success lies in aligning learning with career growth. It involves cultivating a culture where curiosity, growth, and adaptability are part of everyday work life. Organisations that take these steps today will be better equipped to build resilient, future-ready teams. These teams will be ready to thrive no matter what the next decade brings.

      Ready to future-proof your team’s growth? Start by rethinking your learning strategy. Explore tools, pilot new approaches, and spark a culture of continuous learning. The future of work starts with how we learn today.

      We are here to help and would love to chat. Contact us today for a free, no-commitment discussion about the future of workplace learning in your organisation. Let’s explore where you are now, where you’d like to be, and of course, how best to get there. Drop us a note at jeremy@kestrelhr.co.uk today, and we’ll set something up.

      References:

      [1](https://hrtoday.in/insights/learning-and-development-trends-for-2025-shaping-the-future-of-workplace-learning/)

      [2](https://trainingmag.com/key-2025-trends-in-learning-development-and-leadership-for-the-modern-workforce/)

      [3](https://itdworld.com/blog/human-resources/learning-and-development-future-trends/)

      [4](https://learning.linkedin.com/resources/workplace-learning-report)

      [5](https://www.acas.org.uk/1-in-4-workers-worry-that-ai-will-lead-to-job-losses)

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      The Rise of Flexible Work: Benefits and Strategies for Success

      In recent years, the way we work has undergone a profound transformation. The traditional 9-to-5 office model is no longer the gold standard, as more businesses and employees embrace the benefits of flexible working. Whether it’s remote work, hybrid schedules, or compressed workweeks, flexibility is quickly becoming the norm—and for good reason. However, some larger organisations, such as Amazon, Boots and Asda, are now requiring head office employees to return to the workplace, reigniting the debate over the best approach to modern work arrangements.

      Changes to UK legislation on 6th April 2024 now mean that employees have a day one right to request flexible working and can make two requests in a 12-month period. Employers must consider a request within 2 months, and cannot refuse unless the employee has been consulted, and only if they can prove it’s due to one of the business reasons set out in the Employments Rights Act 1996.

      The Benefits of Flexible Working

      Increased Productivity

      Contrary to early concerns, studies show that flexible working can boost productivity. Employees who have control over their schedules tend to be more focused and efficient. Without the distractions of a traditional office, many workers find it easier to meet deadlines and complete tasks with higher quality.

      Better Work-Life Balance

      One of the biggest advantages of flexible work is the improvement in work-life balance. Commuting less (or not at all) allows employees to spend more time with family, pursue hobbies, and maintain their wellbeing. This, in turn, leads to happier and more engaged employees.

      Talent Attraction and Retention

      In today’s competitive job market, offering flexibility is a game-changer. Companies that embrace remote and hybrid work are more likely to attract top talent and retain employees for longer. Workers value the freedom to design their schedules, and businesses that support this will see increased loyalty and job satisfaction.

      How Businesses Can Implement Flexibility

      Set Clear Expectations

      For flexible working to succeed, companies must set clear policies. Expectations regarding availability, communication, and deadlines should be well-defined to ensure productivity remains high.

      Ensure Flexibility Meets Business Needs

      While flexible working offers numerous benefits, it must align with business objectives. Employers should evaluate how different flexible work arrangements impact operations, customer service, and overall efficiency. A balance must be struck between employee preferences and business requirements to ensure success.

      For instance, designating specific days for in-office work can enhance team management, development, and collaboration, while allowing employees to work from home where more focussed work is needed. It’s not about choosing one over the other but rather finding a balance based on evidence. A well-structured hybrid model enables businesses to harness the advantages of both remote and in-person work effectively.

      Expand Access to Different Forms of Flexibility

      Despite the common thought that flexible and hybrid working is only suitable for certain industries, expanding access to various forms of flexibility—such as different start and finish times, compressed hours, job-sharing, and shift-swapping—can provide better options for employees across all job roles and sectors.

      Invest in Technology

      Technology plays a crucial role in enabling flexible work. Businesses should provide employees with the right tools—video conferencing, cloud storage, and project management software—to collaborate effectively, regardless of location.

      Focus on Results, Not Hours

      Shifting the focus from hours worked to results achieved is essential. Measuring performance based on outcomes rather than clocking in and out fosters a culture of trust and accountability.

      The Future is Flexible

      The shift towards flexible working is not just a trend—it’s the future of work. However, for it to be truly effective, businesses must prepare properly by setting clear expectations, providing the necessary support, and fostering a culture of trust. Companies that take a structured approach to flexibility—balancing employee needs with business priorities—will benefit from happier employees, increased efficiency, and a stronger workforce. As we move forward, flexibility should be seen not as a perk, but as a necessity for a thriving, modern workplace.

      More information about flexible working can be found by downloading our factsheet

      If you would like to chat to us about any other HR or recruitment issues, please contact us today.

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      Inclusive Office Christmas Party Guide: Tips & Legal Reminders

      The office Christmas party is a highlight of the year—a chance to celebrate achievements, strengthen team bonds, and unwind together. For employers, it’s also an opportunity to reinforce a positive, inclusive workplace culture. Here’s how to plan a memorable, responsible, and inclusive celebration this year:

      Clarify the Purpose:

      Decide what you want to achieve: celebrating milestones, fostering team spirit, or simply providing a chance to relax. A clear purpose helps shape the event’s tone and activities, ensuring it resonates with everyone.

      Make It Inclusive:

      Not everyone celebrates Christmas in the same way—or at all—so aim to create an event that respects and welcomes all employees. 

      • Theme: Choose a “holiday” or “winter” theme rather than focusing solely on Christmas, to make sure everyone feels welcome.
      • Food & Drink: Offer a range of menu options, including vegetarian, vegan, and non-alcoholic choices.
      • Activities: Avoid anything that can exclude people, like activities requiring specific cultural knowledge or extensive physical participation.
      • Accessibility: Schedule the event at a convenient time. Consider hybrid or virtual options for remote staff, and make sure the venue is accessible to all.

      Communicate Early and Clearly:

      Send invitations well in advance, including all key details:

      • Date, time, and location (or virtual platform)
      • Dress code, theme, and planned activities
      • RSVP instructions, including how to share dietary or accessibility needs

      Transparency ensures everyone knows what to expect and can plan to attend. Balance excitement with professionalism in your communications:

      “We’re excited to celebrate another fantastic year with you all at our annual party! It’s a chance to relax, enjoy great company, and reflect on everything we’ve achieved together.”

      Set Behavioural Expectations:

      Remind everyone of your company’s values and expectations for respectful, inclusive behaviour. Share relevant policies in a friendly, non-intrusive way. If alcohol is served, encourage moderation and make sure non-alcoholic options are available. Consider drink tickets or limits to promote responsible consumption.

      Plan Engaging, Voluntary Activities:

      Choose activities that encourage positive interaction and are accessible to all, such as:

      • Team games (trivia, scavenger hunts)
      • Secret Santa or gift exchanges (with clear guidelines)
      • Recognition or awards for outstanding contributions

      Ensure participation is voluntary and inclusive for both in-person and remote attendees.

      Prioritise Safety:

      Creating a safe environment ensures everyone feels comfortable attending: 

      • Arrange transport options (e.g., ride-sharing, taxi vouchers) for those who need them.
      • Follow current health and safety guidelines.
      • Clearly communicate emergency contacts and points of assistance.

      Show Gratitude:

      End the event with a heartfelt message from leadership, recognising everyone’s hard work. Consider a small token of appreciation, such as a gift card or personalised note.

      Gather Feedback:

      After the event, seek feedback to learn what employees enjoyed and what could be improved. A quick, anonymous survey can provide insights to make next year’s party even better. 

      The Legal Side of Festive Fun:

      Before the festive celebrations begin, here’s an important reminder: your office Christmas party isn’t exempt from workplace law. That seasonal gathering remains a work event. This means all standard policies and protections continue to apply. This is true regardless of the informal atmosphere.

      Under the Worker Protection (Amendment of Equality Act 2010) Act 2023, you have a legal duty to protect your employees from harassment, discrimination, and unsafe conditions—and the festive setting doesn’t change that obligation. The key is being proactive: make sure all staff understand the expected standards of behaviour before the event, and communicate clearly that inappropriate conduct will be addressed seriously, even in a social context.

      (Download our factsheet for more information)

      Creating a safe, respectful, and inclusive environment isn’t just about meeting compliance requirements—it’s about ensuring all employees can enjoy the celebration without concern. When managed properly, your Christmas party can be a positive experience that strengthens workplace culture. When mishandled, it can lead to legal consequences and workplace issues that extend well into the new year.

      Here’s to a wonderful celebration and a prosperous new year ahead!

      For more support on this or any other HR or recruitment topic, contact us for an initial chat.

       

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      New UK Sexual Harassment Laws: What Employers Must Know

      According to a poll carried out by the TUC over 1000 women in 2023, three in five women have said they have experienced sexual harassment, bullying or verbal abuse at work.

      Sexual harassment can deeply affect an employee’s mental and physical well-being, disrupting both individual productivity and the overall workplace culture.

      What is sexual harassment in the workplace?

      In the UK, sexual harassment in the workplace is defined under the Equality Act 2010. It occurs when someone engages in unwanted conduct of a sexual nature that violates the dignity of a worker or creates an intimidating, hostile, degrading, humiliating, or offensive environment. The key aspects include:

      1. Unwanted conduct: This refers to behaviour that the recipient did not invite or welcome and finds distressing or offensive. It can be verbal, non-verbal, or physical.
      2. Sexual in nature: The conduct must be of a sexual nature, such as inappropriate comments, sexual advances, touching, or suggestive gestures.
      3. Impact on the individual: The behaviour must have the purpose or effect of violating the individual’s dignity or creating an intimidating, hostile, or offensive environment.

      Sexual harassment can be perpetrated by anyone in the workplace—colleagues, managers, clients, or others—and applies to all workers, regardless of their gender. 

      The Worker Protection (Amendment of Equality Act 2010) Act 2023 will come into force on 26th October 2024. This important legislative update reinforces the responsibility of employers to prevent sexual harassment in the workplace.

      Under this updated act, all employers are required to take ‘reasonable steps’ to prevent sexual harassment from occurring. This duty applies during the entire course of an employee’s time at work, signalling a clear shift toward proactive prevention rather than just reactive measures. Employment tribunals will have the authority to uplift compensation by 25% if employers have been found to have breached the new duty.

      Employers will be expected to:

      • Create and communicate clear anti-harassment policies
      • Engage employees, through surveys, 1-2-1’s, etc, to ensure they are aware of the policy, how they can report sexual harassment, and the implications of breaching the policy.
      • Carry out regular risk assessments to establish where sexual harassment could occur
      • Train all employees, on how to recognise sexual harassment, what to do if they experience or witness it, how to handle complaints of sexual harassment.
      • Ensure third-party harassment (eg, from customers, suppliers) is recognised and dealt with as seriously as by that of a colleague.

      The new sexual harassment legislation is more than just a set of rules—it’s a critical step toward creating workplaces that prioritise dignity and respect for all employees. It sends a clear message that harassment in any form will not be tolerated, and it empowers individuals to speak up without fear of retaliation.

      For more information or support contact us today to arrange an initial chat.

      Resources:

      https://www.legislation.gov.uk/ukpga/2023/51/section/1

      https://www.equalityhumanrights.com/employer-8-step-guide-preventing-sexual-harassment-work#step-3-assess-and-take-steps-to-reduce-risk-in-your-workplace

      https://www.tuc.org.uk/news/new-tuc-poll-2-3-young-women-have-experienced-sexual-harassment-bullying-or-verbal-abuse-work

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      Supporting Menopause in the Workplace:

      New Guidelines

      Menopause is a natural phase which affects most women who have periods, including transgender, non-binary, and intersex people. It usually happens between 45 and 55 years, although can occur earlier and later, and often arrives with a host of physical and emotional changes.

      There are 3 stages:

      Perimenopause – the stage leading up to menopause when hormone changes start to occur and women can begin to experience symptoms, but are still having periods

      Menopause – when periods have stopped for 12 consecutive months. It is effectively 1 day

      Post-menopause – from the day after the 12 months onwards

      The impact that menopause can have on women in the workplace has long been overlooked or misunderstood. Recognizing the need for greater support, the Equality and Human Rights Commission (EHRC) recently unveiled new guidance aimed at helping employers create a more supportive and inclusive environment for employees navigating menopause symptoms, and to educate employers on their legal obligations.

      Under the Equality Act 2010, workers are protected from discrimination due to having a disability, their age, sex, or gender reassignment. If the menopause symptoms experienced are long-lasting and affect the ability to carry out day-to-day tasks, it could be classed as a disability, and there will be a legal obligation to provide reasonable adjustments.

      So, what can employers do to fulfil their obligations and create a workplace where menopause is understood and supported?

      Education and Awareness: Many misconceptions surround menopause, leading to stigma and discomfort in discussing it openly. Employers can start by educating themselves and their staff about what menopause entails and its potential impact on work performance and wellbeing. By fostering a culture of understanding and empathy, workplaces can break down barriers and encourage open dialogue.

      Flexible Working Arrangements: Menopause symptoms vary widely among individuals and can fluctuate in severity. Offering flexible working arrangements, such as remote work options or flexible hours, allows employees to manage their symptoms effectively while continuing to fulfil their professional responsibilities. Flexibility not only supports employees going through menopause but also contributes to overall work-life balance and productivity.

      Reasonable Adjustments: Just as employers make accommodations for other health conditions or disabilities, they should be prepared to make reasonable adjustments for employees experiencing menopause symptoms. This might include providing access to fans or temperature control in the workplace, allowing additional breaks, or adjusting workload and responsibilities during periods of heightened symptoms.

      Supportive Policies and Practices: Implementing policies and practices that explicitly address menopause-related issues demonstrates a commitment to inclusivity. This could involve incorporating menopause into existing diversity and inclusion initiatives, providing access to relevant resources and support networks, and ensuring that line managers are equipped to handle conversations about menopause with sensitivity and understanding.

      Creating a Positive Work Environment: Employers can nurture a supportive environment by promoting open communication, encouraging peer support networks, and actively challenging any discriminatory attitudes or behaviours related to menopause.

      By embracing these principles, employers can not only fulfil their legal obligations but also reap the benefits of a more inclusive and supportive workplace. Employees experiencing menopause symptoms deserve to feel valued, understood, and empowered to navigate this significant life transition with dignity and grace.

      For more guidance on supporting employees experiencing menopause symptoms, click here to arrange an initial chat.

      Resources:

      https://www.equalityhumanrights.com/guidance/menopause-workplace-guidance-employers