It can be difficult to disclose reproductive health concerns at work due to worries about privacy, stigma, confidentiality, career progression or identity.
As a University, we are committed to creating an open, informed and supportive environment for all staff affected by reproductive health issues. We strive to lead the way in our sector by setting a higher standard of awareness, consistency of approach and inclusion.
Our new policy provides clear guidance to ensure inclusive and consistent management of reproductive health. It is supported by practical resources for managers, helping to ensure best practice support is delivered with confidence and care so that regardless of the situation, all staff feel able to be at their best and thrive.
Many of us will experience reproductive health-related events, conditions or treatments during our working lives. These may include:
Fertility challenges and fertility treatment
Infertility affects approximately one in six people worldwidePregnancy loss, including miscarriage
An estimated one in four pregnancies end in miscarriageMenopause and perimenopause
An estimated 13 million people in the UK are perimenopausal or menopausalMenstrual health conditions
69% of employees who menstruate report a negative impact at work due to symptoms
These experiences can have physical, emotional and psychological impacts. This policy sets out the University’s commitment to providing supportive, inclusive and flexible practices that enable staff to remain well, progress and thrive at work.
What the policy covers
The new policy introduces several changes to support reproductive health.
Fertility treatment
In addition to the existing provision, if your partner is receiving fertility treatment, you can now take up to two days’ paid leave each year.
Pregnancy loss including miscarriage
Up to five days’ paid leave for individuals and partners experiencing pregnancy loss before 24 weeks. This reflects legislative changes and means that all pregnancy loss regardless of stage are supported. Additional time may be taken through annual leave, unpaid leave or flexible working as required.
Menopause (including perimenopause)
Menopause-related sickness absence will be recognised as a fluctuating condition when sickness absences are reviewed.
Menstruation
New manager guidance supports greater flexibility through appropriate temporary adjustments to duties, working patterns, or remote working where appropriate, with regular review using a new workplace adjustments passport.
These policy changes support everyone to take responsibility for their health, wellbeing and performance during times of personal challenge.
How to stay informed as a manager
If you are a manager or have responsibility for others, it is essential that you read and understand this policy and corresponding guidance. This will enable you to provide consistent and proactive support to anyone in your team who may need it.
To support you with this we will be hosting a manager webinar, followed by a drop in clinic to answer any questions you may have.
Webinar
Time and date: Friday 5 June, 11.00am to 12.00pm
Sign up for the webinar
In person drop in clinic
Time and date: Wednesday 10 June, 11.00 to 12.00pm
Location: HR Meeting Room, Wessex House
Sign up for the drop in session