Zurich rolls out menopause training for 700 managers

Tuesday 15th February 2022

Today, Zurich Insurance announces the latest addition to its ‘Life Stage’ policies to ensure every employee who is going through the menopause transition is fully supported at work and able to thrive. The business also recognises that the menopause will affect everybody in the business at some stage, including those who have partners, family and colleagues impacted, and signposts resources and support.

The business has already collaborated with third party experts, such as Henpecked, to deliver menopause awareness training which is available to all employees. Already, education for every one of its 700 people leaders has commenced, with an awareness training session hosted by menopause expert and keynote speaker Lauren Chiren who talks about her personal experiences. This is supported by a manager’s toolkit, question and answer sessions and direct access to resources and experts on the people team for specific challenges.

As part of the ongoing education process, the company is also planning to roll out an online learning module available to all of its 4,500 employees to continue to support its aim to raise awareness across the entire workforce and become more menopause friendly.

With almost 1,000 women at Zurich UK over the age of 45, this will impact a high volume of employees at some point. Affected employees will have access to an online menopause support group and virtual menopause café events where they will be part of a supportive community of colleagues who share their experiences.

Zurich has a well-established Flex Work policy and, where possible, welcomes adaptations to working patterns to help support employees’ symptoms when they are most challenging. In addition to this, Zurich’s Employee Assistance Programme also offers free counselling to help those that are finding the transition challenging alongside a 24/7 helpline. Within this new ‘Life Stage’ support policy, Zurich also acknowledges the hormonal changes and aging process for men, and how this can feel very similar to that of a woman.

Steve Collinson, Head of HR at Zurich UK comments:

“Before we developed our menopause policy, we carried out extensive research across more than 100 employees through focus groups and ideation sessions. These groups incorporated, both male and female employees, to make sure we delivered an effective solution. We concluded that educating the wider business on the topic is just as vital as the support we provide for those experiencing it. It’s crucial that we create an environment which supports and normalises these stages in life by openly talking about and supporting menopause in the workplace.

“We already know that so many people feel uncomfortable talking about the menopause, which sadly means that some colleagues will suffer in silence with symptoms that affect both their physical and mental health. It’s also very possible that for some they may be unaware that they are going through the transition of menopause, as indicators can be associated with other physical or mental health related ailments.”

Zurich’s menopause policy will offer the following:

• Ongoing menopause training for both management and colleagues across the UK business.
• Flexibility around working hours when symptoms peak or prove particularly challenging wherever possible.
• Wherever possible, access to fans for those in the office.
• Time off to attend medical appointments using Flex Work.
• Menopause café events where colleagues can talk about their experiences with other colleagues.
• Educational resources around diet and lifestyle through the Wellbeing Hub.
• Individuals can speak to colleagues in our People Hub for guidance.
• Access to an Employee Assistance Programme and Wellbeing 3rd party support – providing telephone support services and online menopause related resources including ‘Managing the Menopause’ toolkit.
• Access to a virtual GP service, which offers a video or telephone consultation within hours to a Dr with a specialist interest in menopause.
• Access to a team of Mental Health First Aiders who will be able to provide a supportive ear and signpost individuals to the relevant support.

Zurich’s life stage support suite also offers employees:

• FlexWork which has been in place for over a decade.
• Equalised approach to company enhanced maternity, adoption and paternity leave.
• Up to 16 weeks’ full pay for second parents after 26 weeks service.
• Up to 16 weeks’ full pay for birth parent and primary adoptive parents – along with the statutory right for up to 52 weeks leave.
• Support for premature (<37 weeks) births, with additional paid leave paid for the premature period - plus up to 16 weeks full pay.
• A IVF policy – allowing up to 16 days’ (pro-rated for part-timers) leave in a 12-month period - typically up to eight days’ paid leave at key points across two cycles of IVF for the birth parent. Flexibility and support for partners is also offered through FlexWork.
• A policy to support miscarriage – one week’s paid leave followed by FlexWork and manager discretion, as appropriate.
• A carers policy – pushing creative thinking around working patterns (short and long term) and FlexWork.
• A bereavement and compassionate leave policy for closest relatives (Parent/Partner/Spouse/Child) – 1 month’s paid leave, followed by manager discretion as required – we’ve also included flexibility to allow people to take leave at end of life so people can spend last living days with a relative).