Our health affects us both in the workplace and at home, which is why providing support is a crucial part of cultivating a healthy and happy workforce. In today’s fast-paced and ever changing work environments, line managers play a key role in fostering a culture where all employees can thrive.
It is especially important for managers to recognise and address the unique health challenges that women, trans men, and some non- binary and intersex people may encounter. A 2024 study found that one in four women felt their career had been halted due to lack of health support at work, and in another report four out of 10 did not feel comfortable discussing health issues with their manager.
Given these findings, there is a real opportunity to implement strategies to help work towards a more
supportive environment. This involves creating a culture where employees feel comfortable reaching out for help, and that if they do, they feel confident that their concerns will be taken seriously and handled with sensitivity.
What are some of the common health issues?
Some key health issues affecting women, trans men, and some non-binary and intersex people in the workplace include:
- Conditions associated with the reproductive system – Such as endometriosis, polycystic ovary syndrome (PCOS) and fibroids. These conditions can cause pain, discomfort and impact work productivity.
- The menopause – Symptoms can affect people psychologically and physiologically, and can differ from person to person. The menopause can have a massive impact on someone in the workplace, especially symptoms such as reduced concentration, sleep disturbance and loss of confidence.
- Menstrual health – According to CIPD, almost 4 in 5 have experienced symptoms relating to menstrual issues. These can include abdominal cramps, feeling irritable, fatigue, bloating and low mood. Many are reluctant to speak out about menstrual health issues due to stigma and the worry it would be trivialised.
- Fertility, pregnancy and post-natal support – Balancing work and family life can be a real challenge. Issues relating to fertility, pregnancy, and post-natal care can significantly affect someone’s overall health and wellbeing.
- Mental health – Findings show that women in full-time employment are nearly twice as likely to have a common mental health problem than men. Things such as poor work-life balance, stress and burnout are common mental health struggles associated with the workplace.
What can managers do to support employees?
Line managers may be the first point of call staff turn to, so they are in a key position to ensure employees feel supported to stay in work. Below are some practical steps managers can take.
Open communication
Encouraging an ‘open-door policy’ enables employees to feel comfortable discussing their health concerns without fear of judgment or repercussions. Try to actively listen to their needs, validate their experiences, and offer appropriate signposting to support and resources. By creating a safe space for expression and dialogue, employees can feel empowered to seek help when they need it.
Flexible work arrangements
Recognise that symptoms associated with things like menstrual pain and the menopause can impact an employee across their physical and mental wellbeing. This can add further stress and pressure at work while trying to carry out their day-to-day activities. If possible and appropriate, consider offering flexible working arrangements, such as flexible hours, or the option to work from home during times of discomfort. Providing flexibility can empower people to manage their health while fulfilling their work responsibilities.
Necessary risk assessments and internal policies
Recognise that there are certain risk assessments that need to be carried out by law, which include risk assessments for employees who are pregnant, have given birth in the last 6 months, or who are breast feeding. You can find out more about these on the Health and Safety Executive (HSE) website. Check which risk assessments your employer carries out so you are aware when this needs to be actioned, and the process you need to follow.
Each company will have different policies when it comes to protecting the health and safety of employees. These are likely to detail things such as reasonable accommodations, paid leave, and guidelines around flexible working. Get familiar with your internal policies so that when someone reaches out for support you’re well informed about the relevant procedures and options available.
Accommodations for pregnancy and parenthood
Pregnant employees and working parents often have unique needs and challenges which can be addressed through work adjustments. These may include things such as flexible hours, ergonomic workstations and designated private areas for those who are breastfeeding. Supporting employees through pregnancy and parenthood is a crucial way of enabling employees to maintain their roles effectively throughout these significant life stages.
Awareness and education
Consider organising workshops, seminars or training sessions to educate all employees about common female health issues, as well as strategies for managing work-life balance. By developing an environment of awareness and understanding, managers can create a supportive culture that promotes empathy and inclusivity.
It’s also worth checking with your employer if there are any manager training opportunities to help develop your confidence and competence when it comes to supporting women, trans men, and some non-binary and intersex employees with common health issues in the workplace.
Access to healthcare resources and services
Wherever possible, ensure that employees are aware how they can access available tools and resources on health topics, such as wellness programs or mental health support through an employee assistance programme (EAP). If your employer provides staff benefit programmes and things such as health insurance, be sure to communicate this on a regular basis to remind staff about the help at hand.
Addressing biases and stereotypes
Look at strategies to address any gender biases and stereotypes that may impact the experience of employees reaching out for support. For example, linking this topic into staff training courses, inviting experts to run workshops, and getting leadership and management to model expected behaviours that encourage all employees to feel valued and respected.
Further support
Acas – Supporting mental health at work
CIPD – Menopause and the workplace
HSE – Protecting pregnant workers and new mothers
CIPD – Guidance on supporting staff with fertility challenges
CIPD – Menstruation and support at work
Ref: WPW0307 this information was uploaded August 2024.
