February 2024 Newsletter

Cultivating a healthier workforce: The exciting movement in occupational health?

February has been a bustling month in the Occupational Health industry, marked by significant advancements spearheaded by both government and policy institutions. The formation of the Government Occupational Health Taskforce and the release of Policy Exchange's comprehensive report are an important moment in recognising the critical role of occupational health in enhancing employee wellbeing across the UK workforce.?

At Spire Occupational Health, we welcome the establishment of the Occupational Health Taskforce, led by Dame Carol Black. This initiative, dedicated to addressing in-work sickness and bolstering employee wellbeing, reflects a crucial acknowledgment of the substantial portion of individuals' lives spent within workplace environments. We stand in support of endeavours aimed at fortifying preventative measures and interventions, both for physical and mental health, in workplaces nationwide.?

While we applaud the emphasis on heightening employer awareness and setting minimum standards for occupational health services, financial incentives need to be put in place if employers across diverse sectors and businesses of all sizes are to enhance their occupational health provisions.??

Policy Exchange's recently unveiled report, "None Of Our Business? How Places of Work Can Help to Improve the Health of the Nation," adds further momentum to this drive to improve wellbeing at work. The report underscores the positive impact employers can exercise in safeguarding the health and wellbeing of their workforce, recognising the pivotal role of occupational health services.?

Proposals within the report include tax incentives for employers providing occupational health services and revisions to fit notes enabling GP referrals to occupational health professionals. Additionally, initiatives aimed at increasing the pool of occupational health professionals and fostering career pathways in this field are poised to boost workforce health.?

Additionally, Policy Exchange's call for incentivising occupational health services, which has been welcomed by politicians across the political spectrum, underscores the urgency of addressing the burgeoning issue of ill-health among the working-age population. By expanding access to occupational health services and facilitating seamless collaboration between health services and employers, we can reduce the economic burden posed by sickness absence and encourage a more resilient workforce.?

As we navigate the evolving landscape of occupational health, it's imperative for stakeholders to rally behind initiatives that prioritise employee wellbeing. By embracing proactive measures and fostering a culture of health within workplaces, we can chart a course towards a healthier, more productive future for all.?

Together, let's prioritise employee wellbeing, elevate the prominence of occupational health, and forge a path towards a healthier, more resilient workforce for generations to come.?

Embracing change: supporting women going through menopause at work???

New guidance released by the Equality and Human Rights Commission (EHRC) has redefined what is required to support women going through menopause at work.???

According to the EHRC, if the symptoms of menopause have a "long-term and substantial impact" on a woman's ability to conduct usual day-to-day activities, then not making ‘reasonable adjustments’ to accommodate these could be considered disability discrimination under the Equality Act 2010. Businesses that fail to comply in making reasonable workplace adjustments could risk facing legal action.????

While menopause is a normal part of life, its impact on women's health and work can vary significantly. Two-thirds of working women between the ages of 40 and 60 with experience of symptoms said they have had a mostly negative impact on their work life. Common symptoms of menopause include hot flushes, night sweats, fatigue, mood swings, difficulty concentrating, anxiety, irregular periods, and sleep disturbances. Such challenges can affect a woman's ability to work efficiently and comfortably, leading to decreased productivity and increased absenteeism. Research also suggests that one in ten women who have experienced menopause while working have left their job due to symptoms.???

What does this mean for HR????

Women over 50 are a rapidly growing segment of the labour market, and the number of women in work is at an all-time high. It’s in the best interests of businesses to ensure the retention of this skilled segment of their workforce, but also to ensure women can continue to perform their jobs effectively in an inclusive and supportive environment.???

Every organisation is different so the new guidance will not be a one-size-fits-all process for management. Under the new guidance, HR and businesses will need to review their current policies and practices to ensure they are up to scratch and consider making reasonable adjustments, where necessary. This may involve:???

• Creating and implementing a comprehensive menopause policy???
• Offering flexible working arrangements such as remote working???
• Ventilation of workspaces or provision of desk fans to provide additional airflow??
• Quiet breakout or rest spaces???
• Relaxing uniform policies to allow women to wear cooler clothing options???
• Menopause awareness training for managers???
• Literature and resources to educate and improve awareness among both management and employees???

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The role of OH???

Occupational health now plays an even more pivotal role in supporting both employers and employees during this transitional phase, helping to mitigate the impact of symptoms of menopause on work performance and wellbeing. OH can:???

• Help provide tailored guidance and strategies, and assist businesses in formulating their menopause policies??
• Provide menopause awareness training for managers as well as literature, tools, and resources to improve menopause education in the workplace??
• Work directly with employers to advise on any reasonable adjustments that may need to be considered in the workplace??

• Support with specific referral cases where an employee is directly impacted by symptoms of menopause???

Embracing these changes is no longer just a nice to have but an obligation to creating a more inclusive and supportive workplace culture. Not only does this benefit women experiencing menopause, but it also contributes to overall employee wellbeing and productivity. Moreover, it demonstrates a commitment to diversity, equality, and inclusion, which are increasingly valued by employees and stakeholders alike.??

Navigating menopause in the workplace requires a collaborative effort between employers, HR teams, and occupational health professionals. By making reasonable adjustments and fostering an inclusive culture, organisations can support women through this transition and create a more equitable and supportive work environment for all.???