Building a workplace that inclusively protects, promotes, and supports employee wellbeing is no easy task but a specific workplace health and wellbeing policy is a great starting point. A policy can range from a simple statement of intent to a more complex set of guidelines that considers the many facets of wellbeing. Either way, developing a wellbeing policy demonstrates a clear commitment to your employees and provides an effective framework that guides actions and decision-making with a consistent approach.
To me, health and wellbeing in the workplace is all about creating an environment where employees can thrive, despite the challenges that life throws our way. By putting the right framework in place to prevent ill-health, promote good health and wellbeing, and give support where needed, work can actually be a source of health, bringing benefits for employees and organisations alike.
On a personal level, employees who are supported will feel more cared for, healthier, happier, and more engaged. Healthy employees will work for longer and organisations will see a reduction in sickness absence and an increase in productivity.¹ Other advantages include reduced staff turnover, increased employee satisfaction leading to a better company profile, competitiveness, and profitability.²
Menopause and other Women’s* Health Policies
Women’s health has long been a subject not openly discussed, often surrounded by a sense of shame or embarrassment, not only in the workplace but in society generally. Thankfully naturally occurring stages of a women’s life that may give rise to women’s health problems such as menopause transition and menstruation are no longer quite the taboo subject they once were. We are beginning to have conversations however, there is still a long way to go to make workplaces the supportive environment they need to be for women experiencing specific health issues.
In the 2022 Health and Wellbeing at Work survey report from CIPD, out of 800 companies that were surveyed, just 30% considered menopause transition to a large or moderate extent, with 41% not considering it at all. For menstrual health, only 11% considered it to a large or moderate extent with 65% not considering it at all.³
By putting a menopause or women’s health policy in place that shows compassion and understanding, organisations can help alleviate some of the physical symptoms and emotional distress that women’s health issues can bring and retain some of their top talent in the process.
The level of support available for menopause transition, menstruation, working during pregnancy, returning to work after maternity leave, and fertility issues (for both women and men) will have implications on the health, wellbeing, and ability to work of anyone who is affected by them.
Policies for specific areas of wellbeing can be either stand alone or integrated into existing policies. The important thing to consider is that your policies take an evidence-based approach that best support your colleagues whilst aligning with your organisational health and wellbeing objectives. Although a wellbeing policy is a great starting point to creating a healthier workplace, the next steps of effectively communicating your policy and putting it into practice are equally as important.
Join us for the next blog in this series where we discuss how putting policy into practice with a strategic approach can enhance the success of your employee wellbeing programme.
To speak with us about developing or revising your wellbeing policies get in touch on 020 3393 8172 or email info@atworkwellbeing.co.uk
*We recognise that not everyone who experiences female reproductive health issues identifies as a woman therefore the term women refers to anyone assigned female at birth.
¹ ENWHP. (2007). Luxembourg Declaration on workplace health promotion in the European Union.
² PricewaterhouseCoopers (2008). Building the Case for Wellness. Department for Work and Pensions.
³ CIPD and Simply Health (2022). Health and Wellbeing at Work Report.
