Menopause in the workplace

While the responsibility does not fall on employers to prevent depression, anxiety and other mental health issues amongst their staff, those who are managing teams should be doing everything they can to ensure their work environment has adequate support structures in place to look after individuals who are facing challenges.

ACAS has put together a useful guide for addressing mental health issues in the workplace. It provides guidance on how to spot the signs of poor mental wellbeing amongst your employees, and what to do if you suspect somebody is struggling.

Click the link below for more information on your duty of care as an employer, and advice on ways you can create a safe, compassionate place of work for everyone, regardless of what they’re going through. You can also contact us for tailored suggestions and assistance with implementing new-and-improved mental health policies.

https://www.acas.org.uk/supporting-mental-health-workplace

Did any of your staff struggle to get into work at the peak of the recent fuel crisis?

Did you experience staff lateness (and perhaps even no-shows) due to blocked roads and long diversions caused by the eco-protests in recent weeks?

As an employer, you are legally within your rights to refuse to pay your employees for hours missed due to transport problems. But this is often an unpopular route to take, as your workers could argue that the situation was beyond their control.

The team here at Little Rock Employment Law can help you settle any disputes that have arisen from the recent disruption. Just as importantly, we can help you implement new lateness policies that will make everyone’s obligations and responsibilities a lot clearer moving forward.

After all, we can’t always predict what’s going to happen – but we can do our best to prepare for similar situations in the future.

Menopause and the workplace

As the taboo around this inescapable condition continues to lift, more and more business owners are beginning to understand that those going through the menopause may require additional support at work to cope with the often intense physical and mental symptoms of entering a new stage of life.

ACAS has published timely guidance to help both employers and employees manage the impact that the menopause can have on individuals in the workplace. 

If you know an employee is going through the menopause, and you want to be able to better support them, click the link below for more information on how to handle this situation in a sensitive and caring way. And if you need further help creating or implementing suitable policies to help such employees – including those relating to sickness absences, flexible working, or additional training for management – feel free to contact us.

If you yourself are suffering perimenopausal, menopausal or postmenopausal symptoms, you may also want to view ACAS’ guidance on what you can reasonably expect from your employer, including what their duty of care is by law.

 https://www.acas.org.uk/menopause-at-work

Increase in National Living wage

The government has announced it has accepted the Low Pay Commission’s recommendation of a 6.6% increase in the UK’s National Living Wage.

From next April, millions of low-paid workers over the age of 23 can expect to earn no less than £9.50 per hour. Those aged 21 to 22 will see their hourly rate increase from £8.36 to £9.18.

While this is good news for low-income earners who have been hit by rises in inflation, universal credit cuts, and spiralling energy bills in recent times, the move will inevitably impact business budgets. Companies should start planning for these financial changes to ensure their cash flow is protected when the increase comes into effect.