In recent years, menopause has become a more openly discussed topic in the UK, breaking free from the stigma that once surrounded it. OneFamily has acknowledged the importance of this shift by implementing a menopause policy in July 2024. The company, which has a strong track record of reviewing and enhancing its employee policies, saw an opportunity to address this often-overlooked workplace challenge.
Despite menopause not being mandated under employment law, OneFamily proactively introduced the policy to create a more inclusive work environment. The decision was driven by an awareness of its workforce demographics—over half of its employees are women, many of whom may experience menopause while in their professional careers. Furthermore, as the company seeks to increase female representation in senior roles through its involvement in the Women in Finance Charter, supporting employees through key life stages has become a priority.
The company had already been fostering discussions about menopause through webinars and ‘lunch and learn’ sessions, allowing employees to share experiences and access valuable information. These initiatives received a significant uptake, demonstrating the need for further structural support.
As part of its broader commitment to family-friendly policies, OneFamily identified a gap in its provisions and recognised that some employees were struggling with menopause-related challenges without clear guidance on available support. By formalising the menopause policy, the company has ensured that employees and managers have access to relevant information in one place, reducing uncertainty and fostering a culture of openness.
The menopause policy at OneFamily provides medical context, outlining the stages of menopause—perimenopause, menopause, and postmenopause—to ensure both employees and managers understand the process and potential symptoms. The policy also highlights a range of common symptoms, helping to normalise conversations around the topic.
To support affected employees, OneFamily has implemented several practical measures:
- Flexible working arrangements: employees can request adjustments such as altered working hours or remote working to accommodate symptoms like fatigue or insomnia.
- Workplace adjustments: the company provides access to desk fans, quiet spaces, and sanitary products in restrooms, ensuring practical support is readily available.
- Managerial support: hr and people services teams are equipped to advise managers on how best to support their team members experiencing menopause.
- Health and wellbeing resources: employees have access to occupational health services, ensuring that those who require medical support can receive professional guidance.
- Sickness absence considerations: while menopause-related absences fall under the general sickness policy, the company ensures that employees are aware of their rights and options.
OneFamily’s menopause policy reflects a forward-thinking approach to employee wellbeing, recognising the impact of menopause on professional and personal lives. By taking this proactive stance, the organisation is setting a strong example in the industry, demonstrating that workplace policies should evolve in response to the needs of employees.
As discussions around menopause continue to gain momentum, OneFamily remains committed to refining its policies, ensuring that all employees feel supported at every stage of their careers. With its structured approach and dedication to inclusivity, the company is not only enhancing the working lives of its current employees but also paving the way for a more understanding and progressive workplace culture.
