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Employment Partner Mini Setty recently hosted a webinar on what you need to know about the Evolving Workplace, including Covid-19, menopause, and hybrid working.
The pandemic has taught employers a lot over the past two years, and they are now much better equipped and practised in dealing with challenges related to Covid, however, there is still a lot to be aware of with changing legal regulations.
In the webinar, Mini covers a wide range of topics in the Evolving Workplace, such as Covid complexities, including issues around vaccination and employees who are reluctant to return to the office, and what an employer should be aware of when these situations arise. Key topics discussed include vaccinations, GDPR, changes to contracts, and recent cases by employees at the employment tribunal.
Menopause in the workplace
Mini also covers the topic of menopause in the workplace, where symptoms can seriously affect individuals. gunnercooke is setting up a committee to discuss and guide people on managing menopause in the workplace. Mini addresses some of the common myths in this area including symptoms, timescales, and severity. Statistics show that 1 in 4 women suffer from serious symptoms and 1 in 3 suffer from general symptoms. The Henpicked website has valuable information and support.
Employment Law Partner Mini Setty shares how the evolving workplace is presenting more employment law issues
There would be risks to employers if failing to take menopause complications seriously, such as discriminatory claims; the webinar includes examples from judgments and noted that women may downplay menopause symptoms but that does not mean disability claims would not arise. The warning sign is that practitioners and employers need to look out for signs of menopause even if the employee(s) have not explicitly mentioned it. Some of Mini’s tips for employers include:
- Creating an environment for openness and talk about menopause
- Raising awareness and educating staff
- Offer appropriate and reasonable adjustments and support for varying symptoms
- Consider symptoms when deciding on facilities and uniforms
Hybrid working
The event also focused on the complications around hybrid working. Mini clarifies that hybrid working is not the same as flexible working. Hybrid working is where the employees have the option to split their working environment between the office and home; flexible working, is, however, where there is a permanent change to the contract of employment. A company policy bespoke to hybrid working, thus, is ideal.
Mini highlights the key areas to consider for hybrid policies including providing training for managers, consulting employees, and avoiding discrimination. Policies should include areas such as equipment and security, expectations, reviews, and training.
You can find out more about what you need to consider in relation to Covid-19, the menopause and hybrid working in the full webinar video below.
