Kellogg’s have announced plans to offer additional support to employees who are undergoing fertility treatment, experiencing the menopause or who have suffered pregnancy loss. The proposals from Kellogg’s go far beyond the current statutory entitlements and provides enhanced support for staff working across their business. In announcing the new initiatives they stated that these were aimed at improving equity and inclusion and creating a culture where employees feel psychologically safe.

The conversation around fertility treatment, menopause and pregnancy loss is continuing and although Kellogg’s have go far beyond the statutory minimums it could be anticipated that the legislation will follow suit in the years ahead.

For example, a Private Members Bill was introduced earlier this year calling for an extension to the existing Parental Bereavement Leave and this currently being debated in Parliament. The UK Government also created a new Menopause Taskforce which will consider the role of workplace policies in supporting women experiencing the menopause. Further recent research has shown an increased number of tribunal claims citing menopause as proof of unfair dismissal or sex discrimination.

 Encouraging open discussion about the menopause in the workplace can help those experiencing the menopause, which can help to improve  morale, performance, and the sickness absences levels of those employees, this in turn could also avoid potential Tribunal claims. 

This is an area that employers should continue to monitor closely possible legislative developments and best practice as doing so can improve workplace culture.