Our menopause policy
In a world of too much information (TMI),
why is this one natural topic too little information (TLI)?
At Avon we believe in the beauty of doing good, that’s the commitment we make to our associates in return for their passion and hard work. We recognise that it’s beautiful to be you and aim to provide a supportive and inclusive environment where our associates can bring their whole selves to work.
As part of that, we’re proud to introduce our Menopause Policy which aspires to provide workplace accommodations and support to associates experiencing menopause, perimenopause and menopausal symptoms; to reduce stigma and raise awareness around the topic; and to equip our line managers, colleagues, family members and friends with tools and resources to help.
Every person’s experience with menopause is different. Severity and longevity of symptoms, age of the person at onset, type of symptoms experienced are just a few of the things that can differ person to person. Because of the significant impact that symptoms can have on physical and psychological wellness, menopause can impact the comfort and performance of team member’s experiencing it.
Common symptoms can include, but are not limited to:
Optimal working conditions:
To achieve an optimally comfortable working environment we will accommodate requests whenever possible. Working environments can differ but some examples may include altering seating arrangements to be closer to air conditioning units, providing desk fans, a quiet place to work or a private place to make a phone call to access personal or professional support.
As interruptions to sleep, insomnia, anxiety and depression, and difficulty concentrating are all common menopause symptoms, requests for flexible working arrangements will be accommodated whenever possible. Examples of flexible working requests include: more frequent breaks, time away from the computer, flexibility to work from home or in other areas of the office, earlier start and finish times, a temporary change in work hours.
Paid Menopause Leave:
Up to a week off, as a singular entitlement for days when you feel you are unable to work due to peri-menopausal or menopausal symptoms. This is a one-off additional leave allowance of up to 5 working days, the balance of which can be spread out over the course of your employment but will not be reset annually (e.g. you could log 2 days in year one and 3 days in year two). All employees are granted sickness leave and paid time off according to our standard absence, leave, and benefits policy. As benefit offerings are market specific, associates have access to their local benefits guide which reflects local legislation.
“Menopausal-age women* are the fastest growing demographic in the workplace, and at Avon this figure is currently a quarter of our female associates. We know that so many women end up leaving the workplace because the support is not there, so at the heart of our Menopause Policy, our intention is to create a network of support and a positive and open environment where our associates can freely access information and tools and openly discuss their experiences with their managers and colleagues..”
Head of People
*This policy is inclusive of all experiencing menopause, including transgender men, transmasculine and non-binary people experience peri menopause or menopause.