How to Support Employees During Hybrid Working

As many workplaces have now made hybrid working their new normal, it has become increasingly important for employers to address the unique needs of their employees. Unfortunately, one area that often goes unnoticed or is overlooked is menopause, which affects a significant proportion of the workforce.

Whilst hybrid working can be incredibly beneficial for menopausal employees, it also poses some challenges organisations should work to overcome to support their employees best.

Ensure They Have an Appropriate Workspace

Companies that have menopausal employees should do all they can to ensure their employees have everything they need in both their home workspace and their office workspace to help them manage their symptoms and be able to continue working effectively. This might include access to a window to let air in, specific PPE or something else entirely.

Establish Clear Guidelines for Work-Life Balance

With the flexibility of hybrid working, there is a risk of work and personal boundaries becoming blurred. Menopausal team members may find it challenging to switch off from work, so companies should establish clear guidelines and encourage employees to establish healthy routines and plenty of time away from the stresses of work. This includes ensuring employees don’t feel required to respond to emails or answer phone calls outside of regular working hours. This will benefit not just menopausal colleagues but the entire workforce.

Allow Flexibility in the Daily Schedule

Whilst companies shouldn’t expect replies to emails and employees to answer phone calls outside of working hours, offering menopausal employees some flexibility in their working hours can make a huge difference. If a menopausal team member is experiencing hot flashes or brain fog and needs to take some time away from work to recover and then come back to it and work at a time that suits them better, companies should give them the flexibility to do so. Companies must communicate this option, so menopausal employees understand this option is available.

Ensure Access to Resources and Support

In hybrid working, there can be limitations in accessing resources and support systems which are usually readily available in a physical workplace. Organisations should ensure that menopausal team members have access to relevant resources, such as education materials, support groups, and wellness programmes, whether they’re working in a hybrid environment or the office.

Provide Menopause Training to the Whole Workforce

To foster a supportive and inclusive working environment, more and more companies are now recognising the importance of providing training on menopause confidence to support menopausal employees. At Talking Menopause, we partner with organisations to provide professional training and solutions to create a culture of menopause openness and understanding for all. This helps increase productivity and employee satisfaction by better supporting those employees affected by menopause, their colleagues, and managers. To learn more, call our team at 0844 995 0090 or email hello@talkingmenopause.co.uk.

By supporting menopausal employees in this way, companies can harness the advantages of hybrid working while creating an environment that promotes the well-being and success of all employees.