Retail

​Among the many practical workplace measures employers can offer to support employees going through menopause, a dedicated menopause policy will provide a foundation for fair treatment and a point of reference for employees in need of advice or guidance. A willingness to listen to those who are facing this sometimes-challenging life stage amplifies a company’s culture, demonstrates a commitment to learn and act, ultimately leading to greater employee happiness and retention, and new talent attraction.

To help you decide on the type of support you might offer your employees, we have created a menopause template outlining what menopause is, who it affects, common symptoms and some practical steps that might be considered to help people manage their symptoms at work – from flexible working to desk fans and access to quiet wellbeing spaces.

In June 2023, Reed conducted a snap survey of 1,000 employed women in the UK aged 45-54 who are experiencing the menopause. When questioned whether they felt their symptoms affect them at work physically, 74% agreed – while a shocking 77% said they felt their symptoms impact them mentally.

And while 44% state they are comfortable talking to their employer about menopause, an almost equal number – 42% – are not, suggesting more needs to be done to support workers.

According to the survey, 46% of people said their employer does not have a menopause policy in place, while 28% didn’t know. Using our template can remove the doubt and uncertainty among staff and instil confidence in receiving support when needed.

Our editable workplace menopause policy template includes:

• What is menopause?

• Understanding the terminology

• Some common menopause symptoms and the support available

• Key responsibilities and who to contact

• Additional support

Menopause can no longer be swept under the carpet – our policy template can be used as a guide to update your current policy, or will allow you to create a policy if you don’t already have one.

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​​Inductions are vital to ensuring new staff settle into an organisation and make a positive impact. Using a straightforward induction checklist can make onboarding simpler and more effective.

A concise and well-structured induction checklist for new staff can heighten the entire induction process, leading to seamless onboarding and, most importantly, allowing the new starter to hit the ground running.

Using an induction checklist can remove some of the pressures managers and HR professionals face. We examine everything you need to know about an induction checklist.

What is an induction checklist?

An induction checklist outlines the activities set for a new employee to complete within the initial stages of their employment. Its purpose is to ensure objectives are met and organisational matters are understood and to avoid omission or duplication of information.

A staple of the onboarding process, an induction checklist is a critical tool that has proven success in effectively managing new starters. It doesn’t, however, cover tasks that need to be done before the new employee arrives. Equipment, uniform, passwords and software access should be planned well in advance so that the new starter has everything they need from day one.

The benefits of creating an induction checklist

An induction checklist helps your employee settle in quickly, giving them a sense of direction from the start of their career at an organisation. This will improve their overall productivity, through the checklist’s set tasks aimed at increasing their knowledge of the company, their rights and, ultimately, their responsibilities. Induction checklists don’t just benefit employees, they can also make a manager’s job simpler.

During the induction process, an induction plan template helps ensure the right materials, policies, procedures, and workflows are all actioned and accounted for.

Using a staff induction template prepares the new employee for each step, reducing any anxiety, while also making sure all necessary administrative areas are covered. A well-structured checklist can ensure the smooth running of the induction process and can also be transferable to most roles across multiple sectors.

What should be included in an induction checklist?

The activities and tasks listed in an induction checklist vary from organisation to organisation, depending on various elements including the size of the company and the sector or industry they fall under. Popular inclusions are as follows:

Employee's personal information

This section includes the name of the employee, their job title, staff ID number and start date. Some employee induction templates also include a detailed list of all paperwork that needs to be compiled and submitted to human resources on the first day (passport, p45, qualifications etc.).

First day tasks

Ensuring that new employees are familiar with their surroundings and the people around them is crucial on the first day of work. New employees should meet fellow team members and relevant managers, be assigned a workstation, issued with office ID badges and given a tour of the facility.

Introduction to the company

An introduction to the company should be conducted within the first week of the new starter joining the business. This gives the new employee the chance to learn more about the company's history, values, management style, objectives, products and services, organisational structure, and key stakeholders.

Introduction to the role

Most importantly, the employee will need an understanding of how they fit into the organisation, their day-to-day tasks that integrate into the company's practices, their main responsibilities and priorities, as well as department-wide goals and objectives.

Terms of employment, such as pension contributions, working hours, pay, lunch breaks, annual leave and claims and expenses should also be covered.

Induction checklists should also include an organisation's code of conduct, discipline, absenteeism, and relevant policies. Other information such as office dress code, operating procedures and use of company resources need to be relayed to the employee.

Health and safety

New employees will need to attend training to learn the company's health and safety policies, including first aid, safety measures, emergency evacuations, firm alarm drills, as well as the location of fire extinguishers and first aid kits.

One month review

After one month in the role, it would be worth the new starter having an extended one-on-one meeting with their line manager to evaluate how they are adjusting to their role and whether there is a need for further training or development.

Three-month review

The line manager should hold further discussions with the employee to review performance, pinpoint areas of improvement and set longer-term objectives, while adjusting any targets if the employee is either up to speed or slightly behind.

Six-month review

If the employee is on a six-month probation, this is the point to decide whether to retain them, release them, or extend the probation if needed. If the new starter passes their probation period, objectives will then need to be set for the next six months. The six-month mark presents a prime opportunity to ask the employee for feedback on the induction process, what they think worked well and what they feel could be improved.

Do remote employees need an induction checklist?

They may not be in the office, but that doesn’t mean remote employees don’t need an induction checklist. In fact, an induction is even more important to remote employees, who can often feel isolated or become inadvertently left out.  

As remote onboarding becomes more common, use of an induction checklist should eventually become standard practice. 

Our free induction checklist template is designed to simplify the onboarding process and support your new starters through their first six months. 

Whether you are looking for guidance to use across your own company, or interested in learning more about what you need to include, our comprehensive checklist is an indispensable tool to help you and your new employees.

Download the free checklist now.

​​Supporting employees experiencing menopause symptoms at work is critical for any employer wanting to attract and retain talented people into their company. It is also the right thing to do, and for many women, action and attention when it comes to this potentially debilitating life stage, is welcomed with open arms.

For those either in or approaching menopause, this natural life stage signals the closing of their fertility window, with ovulation and periods ending usually between the ages of 45 and 55 years old.

The average age to reach menopause is 51, and while some sail through the experience with barely a hot flush, others are troubled by symptoms that impact their professional lives.

Research suggests those with serious symptoms take an average of 32 weeks of leave from work.

Menopause survey results

In June 2023, Reed conducted a snap survey of 1,000 employed women in the UK, aged 45-54, who are experiencing the menopause. We looked to discover what their employers currently offered in terms of menopause support and what they felt would help them feel more comfortable when experiencing symptoms of menopause in the workplace.

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When questioned whether they felt their symptoms affect them at work physically, 74% agreed – while a shocking 77% felt their symptoms impact them mentally.

And while 44% state they are comfortable talking to their employer about menopause, an almost equal number – 42% – are not, suggesting more needs to be done to support workers. According to the survey, 46% of people said their employer does not have a menopause policy in place, while 28% didn’t know.

These statistics show the scale of doubt and uncertainty among workers and indicate how much employers need to do to instil confidence.

Improving support and understanding

With women making up nearly half the UK workforce, improved education and awareness of menopause at work is essential. Our eBook will help you understand the potential biological and psychological pressures women face at this stage of life as they try to undertake their work to the best of their ability. It promotes open discussion for all employees to break taboos, shape policy and change perceptions, and encourages use of clear signposting to internal and external resources and support.

Above all, empathy and understanding are key to creating an inclusive workplace that is respectful of women’s health needs and dedicated to supporting this invaluable workforce demographic.

Our eBook, ‘Menopause: how to support your employees’, provides insight from top experts in the field including:

• Janet Lindsay, CEO, Wellbeing of Women

• Jenny Haskey, CEO, The Menopause Charity

• Dr Louise Newson, GP and menopause specialist and Founder of the balance website and app, The Menopause Charity, and Newson Health Menopause Society

By downloading this eBook, you will discover:

• What is menopause?

• Who is affected by menopause and when?

• What are the symptoms?

• What are the current treatments?

• How should we discuss menopause in the workplace?

• Impact of menopause in the workplace

• How to support menopausal employees

• What should menopause work policies include?

• Showing you care: organisational commitment

• How else can employers offer menopause support in the workplace?