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Minister Donohoe and Minister Naughton launch Menopause in the Workplace Policy Framework for Civil Service
Minister Donohoe and Minister Naughton launch Menopause in the Workplace Policy Framework for Civil Service
The Minister for Public Expenditure, National Development Plan Delivery and Reform, Paschal Donohoe and Minister of State with responsibility for Public Health, Wellbeing and the National Drugs Strategy, Hildegarde Naughton, today, World Menopause Day (18 October), published a Menopause in the Workplace Policy Framework for the Civil Service. Today’s publication of the policy framework commits all Civil Service employers to recognise the impact of menopause and actively support all employees who are affected.
The Framework was developed in partnership with the Women’s Health Taskforce in the Department of Health and under the guidance of clinical leads in women’s health and occupational health in the HSE and Civil Service. The framework gives an overarching structure to guide Civil Service organisations when developing Menopause policies and identifies ways in which they can support employees such as offering workplace adjustments.
On the publication of this Policy Framework Minister Donohoe said:
“Over 26,000 women are employed in the Civil Service and they account for over 50% of our workforce. By recognising the impact that menopause can have, and creating an open culture of discussion and understanding around menopause, we can ensure those women feel comfortable in the workplace and can progress in their careers in the Civil Service”
“It is important that we do not talk around peri-menopause and menopause but become familiar with the reality of what women experience. It is vital that we provide support for employees as they navigate working life while experiencing multiple and sometimes complex symptoms of peri-menopause and menopause.
Department of Health research indicates that 82% of adults agreed that menopause is not well understood in the workplace. This Framework sets out a pathway for Government Departments to improve this experience and is an example of our collective responsibility to ensure menopause awareness and support is embedded into our daily lives.”
Loretta Dignam of the Menopause Hub said:
“We welcome the launch of this Civil Service Menopause Workplace Policy Framework. This is fantastic news for the thousands of women in the civil service who may be worried about the impact the menopause may have on their careers and the line managers and staff that work with them. The fact that such a high-profile organisation is not only aware of the impact that menopause and perimenopause symptoms can have at work, but is also seeking to support their staff through a difficult phase of their life will hopefully encourage other employers to follow suit.
It’s vital the new menopause workplace policy framework becomes embedded in the culture of the Civil Service, which is why education and training for all staff is so important. We are delighted to be working with the team to provide menopause e-learning training to the Civil Service.”
• This Civil Service Menopause in the Workplace Policy Framework provides an overarching structure to guide Civil Service organisations when developing Menopause policies and identifies ways that they can support employees such as by offering workplace adjustments.
• The Framework also includes a policy template which can be adapted for use across the wider public service.
• The Framework is underpinned by 3 guiding principles:
1. Health, safety, welfare and wellbeing at work
2. Equality, Diversity and Inclusion
3. Being an Employer of Choice
• It outlines detailed support provisions including
1. Comprehensive definitions and overview of key stages of menopause transition and related symptoms
2. Overview of roles and responsibilities of HR, line managers and employees in relation to the provision of menopause supports in the workplace
3. Guidance on workplace adjustments and supports for employees directly affected by menopause
• All Civil Service organisations are asked to have a Menopause policy in place by end Quarter 2 2024.
• Additionally the Civil Service Employee Assistance Service (CSEAS) has developed Guidance to assist both managers and employees in fostering an inclusive environment where employees can openly and comfortably engage in discussion about menopause and its impact on them. It guides on some activities that can ensure that education and awareness on menopause is available to and understood by everyone in the organisation.
• Further supports that will be available post policy launch include a dedicated menopause support hub on the CSEAS website, an eLearning module for staff and managers on Menopause in the Workplace, a series of Menopause café’s hosted by the CSEAS and ongoing confidential support via the CSEAS for staff and managers impacted by the symptoms of menopause in the workplace.
The Women’s Health Taskforce was established in September 2019 by the Department of Health to improve women’s health outcomes and experiences of healthcare. The Taskforce includes staff from within the department as well as external partners including the European Institute for Women’s Health, the HSE including the National Women and Infants’ Health Programme, The National Women's Council of Ireland, the Irish College of General Practitioners, the Institute of Public Health, and the Department of Children, Equality, Disability, Integration and Youth.
The Taskforce has listened to, engaged with and worked with more than 2,000 individuals and organisations representing women across the country