The way we work is changing rapidly, but in many cases, our workplaces are still not designed to cater to the needs of employees who menstruate.
Menstruation and menopause are complex and often misunderstood but, in some cases, can have detrimental physical and mental health impacts to those experiencing them. The lack of open discussion around these topics can make it difficult for individuals to be at their best in the workplace - and for businesses to provide adequate support.
According to a UK Parliamentary survey carried out in 2022, 92% of respondents reported that menopause symptoms affected them at work. As well as difficulties caused by menopause symptoms themselves, the survey highlighted that the attitude of other colleagues and line managers can have a significant impact on people experiencing the menopause or menstruation, in terms of feeling able to seek support and even stay in their job.
As a result, organizations are beginning to recognize the need for a level of consideration when it comes to menstrual and menopausal health. However, uncertainty on knowing the approach to take has often led to inaction.
A new standard has been published which aims to address this issue. BS 30416, Menstruation, menstrual health and menopause in the workplace – Guide has been developed by experts to provide guidance for organizations on supporting the menstrual and menopausal health of their employees.
BS 30416 is a free, practical toolkit for businesses of all sizes and sectors.
Developed by experts in the field of menstruation, menopause, HR and occupational health and academics, this document aims to help organizations identify the misconceptions around menstruation and menopause. It also identifies the impact of stigma surrounding these topics on workplace cultures and support.
This standard helps businesses to take action to make their workplace more inclusive. BS 30416 contains examples of actions and adjustments that can be taken to improve employees’ wellbeing. Examples of these include:
Physical aspects of work
Policy guidance and practices
Supportive workplace cultures
Work design
Inclusivity
Evaluation and metrics
There are also practical annexes with checklists and tools to use such as:
Tips for having confidential conversations
Conversation topics and potential workplace adjustments based on symptoms
Team management considerations
Ideas for facilitating culture change
Training considerations
Further reading
The guidance will be especially useful to individuals within businesses who are responsible for managing employee workload, wellbeing, or the work environment.
Discover more about how standards can help you to establish a safe and inclusive workplace by visiting our Workplace Culture Topic Page.
Not only will implementing BS 30416 benefit employees, but it will also help organizations to:
Tackle the taboo around menstruation and menopause in the workplace
BS 30416 can assist organizations to identify the misconceptions around menstruation and peri/menopause, and the impact the taboo surrounding them can have on workplace support. By addressing the taboo, workplaces can create a more inclusive and supportive environment. This helps to reduce the barriers that prevent them from fully participating in the workplace.
Facilitate fair treatment and opportunities for employees
Under the Equality Act 2010, employees have a right to be protected from disadvantage or less favourable treatment. BS 30416 helps businesses of all sizes to comply with this regulation. It does this by providing guidance to re-evaluate their job and workplace designs to be suitable for employees experiencing symptoms for menstruation or peri/menopause.
Empower employees through every life stage
BS 30416 helps companies to achieve their diversity and inclusion objectives by preventing the loss of employees from the workplace due to inadequate or inflexible working conditions. This generates a more engaged workforce with better health and wellbeing - which retains staff, saving business costs.
Anne Hayes, Director of Standards at BSI says: “Now is the time that businesses want to make sure they are not losing their talent and encourage women to stay and progress to more senior leadership roles. Society will benefit if we enable them with a supportive environment.”
Kickstart a cultural shift in your organization and provide adequate support for your employees who experience symptoms of menstruation or menopause. Download your free copy of BS 30416.
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