In this video i'm going to talk about flexible working what it is and how the lack of it could
be affecting your workplace and what the benefits flexible working could bring to your organization
so what is flexible working the cipd describe it as a type of working arrangement which
gives a degree of flexibility on how long where when and at what times employees work
are there enough people affected by menopause symptoms to justify offering flexible working
so how many women may be affected in the workplace then well almost 8 out of 10 of menopausal women
are in work it's also the fastest growing demographic in the workforce and it's
currently estimated 13 million women in the uk are either perimenopausal or menopausal
this equals one third of the entire uk female population in 2018 there was a menopause survey
that highlighted that 76 percent said their symptoms were moderately or extremely problematic
at work 20 said they had considered leaving work and this figure increased to 44 for those whose
symptoms were extremely problematic and it's worth noting that 35 of the respondents in this survey
had taken annual leave or rest days to take time off because of their menopause symptoms
there's also evidence to suggest that menopause symptoms can have a negative effect on a variety
of things within the workplace some examples are time management emotional resilience
ability to complete tasks effectively and lower productivity so what are some of the benefits
then of providing or offering flexible working for those that are struggling with menopause
symptoms well not only is that a benefit but it's the right thing to do for your employees your
staff your colleagues your team it encourages a strong respectful employee relationship if you're
offering flexible working is going to help improve your recruitment and become an employer of choice
thinking about members of staff colleagues that you already have it's going to help improve
retention especially of those key experienced and skilled members of the team there's evidence
to show that it improves the mental health and well-being of your employees it's a step towards
being a more inclusive employer now for some groups of people the ability to work flexibly
is critical so it's not just only those who are going through menopause symptoms but you may have
older workers single parents and those with physical disabilities or mental health issues
that they can only find that working part-time are in a more flexible role is beneficial to them
flexible working improves productivity it reduces the costs of recruitment and reduces
ill health absence and cover it reduces risk to the organization around employment disputes
so when it comes to thinking about offering flexible working for those that are struggling
with their menopause symptoms could it be an option for your workplace let me help you have
comfortable conversations about menopause without the worry of saying or doing the wrong thing
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