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Workplace Reasonable  Adjustments Passport - Autentic

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Workplace Reasonable  Adjustments Passport - Autentic

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Aûtentic is autistic-owned and led, with professional experience and expertise since 2014, built by working within the UK’s leading autism charities. We are experts in providing CPD accredited and tailored training, consultancy, resources, and speaking services to private, public and third sector organisations. We deliver practical reviews, assessments and solutions for organisations as well as offering free and downloadable resources via our website. We support those that are just starting their journeys of understanding, through to those that are well on their way to becoming neurodivergent-affirming and looking for expert support. We educate and empower so that autistic, and neurodivergent people can thrive in all aspects of life.

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Workplace reasonable adjustments passport (W.R.A.P.) / Aûtentic Resources | Aûtentic Autism Consulting and Training

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Download your free workplace reasonable adjustments passport template, and guidance. While this resource is designed specifically with autistic people in mind, it may also be helpful for other nuerodivergent and disabled employees.

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A report from employer and employee surveys examining the importance of neuroinclusive workplaces, looking at what employers are doing as well as the working experiences of neurodivergent and neurotypical employees

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CIPD | Neuroinclusion at work report 2024

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Uptimize is the global leader in neuroinclusion training. Our neuroinclusion solutions help organisations embrace neurodiversity to boost well-being and supercharge their teams’ collaboration and creativity.

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Recriwtio, Cefnogi a Chadw Gweithwyr Anabl: Canllaw i Gyflogwyr

Recruiting, Supporting and Retaining Disabled Workers: An Employer’s Guide

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This form can be used to support you to identify what help and changes are available to help you move into work or stay in a job.

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Access to Work can help you get or stay in work if you have a physical or mental health condition or disability.

The support you get will depend on your needs. Through Access to Work, you can apply for:

a grant to help pay for practical support with your work

support with managing your mental health at work

money to pay for communication support at job interviews

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Access to Work: get support if you have a disability or health condition

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Get help at work, including an Access to Work grant, if you have a disability or health condition - eligibility, how to apply.

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The aim of this document is to provide information and advice that can be used to help make workplaces more inclusive for neurodivergent workers.

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ACAS Guide Supporting Staff Through the Menopause

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ACAS Guide Supporting Staff Through the Menopause

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It's important for employers to support staff through every stage of the menopause. Having early and regular follow-up conversations with staff to understand their needs can help make sure support and procedures are in place so they can continue to do their job effectively.

Find out how to talk with staff about the menopause

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It's important for employers to support staff through every stage of the menopause. Having early and regular follow-up conversations with staff to understand their needs can help make sure support and procedures are in place so they can continue to do their job effectively.
Find out how to talk with staff about the menopause
Employers should consider how the person's job role and responsibilities could make their menopause symptoms harder to deal with, for example if:

they work long shifts

they cannot take regular toilet breaks

their job requires restrictive clothing

their job does not have much flexibility

There are several steps employers can take to make sure they have early conversations with staff and find solutions before problems arise.

Training managers

It can give staff more confidence to talk to their managers about the effects of the menopause on their work if they know the managers are trained to:

talk and listen sensitively

find ways to give support

have knowledge of the menopause and its effects

know what support and guidance the organisation can offer

Employers should train all managers, supervisors and team leaders to make sure they understand:

how to talk with and encourage staff to raise any menopause concerns

how different stages and types of menopause can affect staff

what support and workplace changes are available for staff

how to deal with menopause issues sensitively and fairly

gender identity and gender reassignment discrimination and how talking with staff about this is important

how the law relates to the menopause

Carrying out health and safety checks

By law, employers are responsible for the health and safety of all staff, including those working from home.

Employers must conduct a risk assessment of their staff's work and workplace, including any work from home. This includes:

generally assessing health and safety risks at work

minimising, reducing and where possible removing health and safety risks for staff

For staff affected by the menopause this includes:

ensuring menopause symptoms are not made worse by the workplace or its work practices

making changes to help staff manage their symptoms when doing their job

For the menopause, a risk assessment should include, for example:

the temperature and ventilation of the workplace

the material and the fit of the organisation's uniform, if there is one, and whether it might make staff going through the menopause feel too hot or worsen skin irritation

whether there's somewhere suitable for staff to rest if needed, for example a quiet room

whether toilet facilities are easily accessible

whether cold drinking water is available

whether managers and supervisors have been trained on health and safety issues relating to the menopause

Find out more about risk assessments on the Health Safety Executive website
Employers should review risk assessments regularly to make sure their staff's working environments remain safe and healthy.

It's important for employers to make sure that staff know they can approach their managers to raise any health and safety issues and will not be treated less fairly if they do.

Developing a menopause policy

To help staff feel supported it's a good idea to have a policy specifically for the menopause.

Having a menopause policy can help everyone in the organisation understand:

what the menopause is and how it can affect people

how it affects everyone differently

what support is available to staff affected by it

The menopause policy could also:

explain what training is provided to managers, supervisors and team leaders

explain who the organisation's point of contact is for queries related to the menopause

show how the organisation is open and trained to talk and listen sensitively about the effects of the menopause

include information on gender identity and gender reassignment discrimination and how talking with staff about this is important

Even if there is a policy, employers should make some allowances when supporting staff through the menopause because everyone's experience will be different.

You should also review any current health and safety policy to make sure it covers sex and gender-related issues, such as the menopause.

Managing sickness absence and job performance

Because the menopause is long term and affects everyone differently, managing absence from work should be handled sensitively.

Employers should keep talking with their staff and be prepared to:

make changes to help staff continue to work

take into consideration any performance issues which might be because of menopause symptoms

It's a good idea for employers to talk to staff about any reasonable adjustments that could help them do their job. Staff should also be given a reasonable amount of time to adjust to any changes made.

When someone is off sick because of the menopause, the employer should record these absences separately from other absences. This is because there may be times when it could be unfair or discriminatory to measure menopause-related absence as part of the person's overall attendance record.

It's also good practice for an employer to allow staff to go to medical appointments related to the menopause. There is no law for this type of time off, but employees and workers might have a right to paid or unpaid time off written in their employment contracts.

Employers must not discriminate against someone because of their menopause symptoms.
Read more about how menopause relates to the law
Having menopause and wellbeing champions

Having a menopause or wellbeing champion at work could help people affected by the menopause. The champion could be a point of contact if staff need advice, or someone to initially talk to if they are not comfortable talking to their managers.

With support from the champion, employers, HR and managers could:

run workshops in the organisation to raise awareness among staff

let all staff know that the employer will try to support those having difficulties because of symptoms, for example through posters or newsletters

check that health and safety risk assessments cover the different stages of the menopause

set up a support network for staff affected by the menopause

tell staff where they can find more information

It's also important that employers raise awareness among staff that they will handle menopause in the workplace sensitively, and with dignity and respect.

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It's important for employers to support staff through every stage of the menopause. Having early and regular follow-up conversations with staff to understand their needs can help make sure support and procedures are in place so they can continue to do their job effectively.