Menstruation and menstrual health in the workplace
Practical advice to help employers provide support around menstruation and menstrual health in the workplace
This guidance encourages more employers to take an active role in supporting employees experiencing domestic abuse, with practical recommendations of how to do that
Domestic abuse can destroy lives, leaving physical and emotional scars. Those experiencing domestic abuse can find themselves isolated from friends and family and lose their independence. It can take many forms, not just physical abuse. It can also include, but is not limited to, financial, emotional and psychological abuse, as well as coercive control.
Domestic abuse has an impact at work. Domestic abuse can negatively affect those abused as well as their workplace colleagues. However, importantly, the workplace can often be one of the few places that a person experiencing abuse can be separate from their abuser and experience some independence. This means that work can be the place where people can ask for and access support, and feel safe to speak about their experience.
It’s essential that employers are knowledgeable about domestic abuse as they are ideally placed to offer key support. The aim of this guidance is to encourage more employers to take an active supporting role.
Affiliate membership offers instant access to CIPD resources without the need for assessments or study, or explore your options to become a professional member of the CIPD to demonstrate your commitment to the world of work.
Already a member? Login here.
Practical advice to help employers provide support around menstruation and menstrual health in the workplace
Use our quiz to assess your wellbeing programme to make the most of an effective wellbeing offering
Sir Charlie Mayfield, lead reviewer for Keep Britain Working, gives his view on the role HR will pay in delivering the recommendations from the review
Practical advice to help employers provide support around menstruation and menstrual health in the workplace
Understand what employers need to do to manage self-employed contractors within UK law
Understand what employers need to do to manage zero-hours contracts within the law
A practical look at supporting employees via staff networks and employee resource groups (ERGs)