- Luxury automotive manufacturer, JLR, says the new policy will give colleagues experiencing menopause symptoms more support, and recognises the importance of having a safe and inclusive workplace.
- The policy, which is a day‑one right and can be accessed at any time, includes workplace adjustments, such as flexible working, access to fans, additional breaks and changes to workwear. The policy also covers sick leave for menopause symptoms.
- Developed with the help and feedback from colleagues, employee‑led diversity networks and agreed with the trade union. The policy is the latest in a suite of inclusive policies which support colleagues with health, well‑being and family life events. The
- Other inclusive policies offer support for pregnancy loss, extended adoption and surrogacy leave, shared parental leave as well as doubling paternity pay.
Gaydon, UK, 30th May 2024: JLR’s new support policy will provide employees with menopause symptoms with support and guidance. The policy was developed with help and feedback from colleagues, employee‑led diversity networks and was agreed upon jointly with the trade union.
Under the new policy JLR employees experiencing symptoms of menopause have the right to seek support at any time and from day one of their employment. There is no requirement for a medical certificate or other evidence in order to qualify for leave or workplace adjustments.
The policy, which was developed as part of JLR’s commitment to supporting a safe and inclusive workplace that reflects the health and wellbeing of colleagues at every stage of life, and includes workplace adjustments such as flexible working, access to fans, additional breaks, changes to workwear as well as sick leave for menopause symptoms.
It’s the latest in a suite of inclusive policies rolled out at JLR which are helping to foster a diverse and equitable culture at its UK facilities by offering time off for life events beyond standard maternity and paternity policies.
“We are delighted to be able to provide an increasing range of inclusive policies. Our people are the beating heart of our business, and we recognise the importance of such policies in supporting them with social mobility. The benefits of people coming to work and feeling supported equitably cannot be understated and we will continue to engage with colleagues, our employee‑led networks and trade unions to ensure we are constantly evolving and improving our policies based on feedback.”
Claire Parker
Head of Diversity and Inclusion at JLR
In the last year, JLR has rolled out other policies including a pregnancy loss policy to support any employees who had experienced miscarriage (including ectopic or molar pregnancy) and stillbirth, paternity pay has also been doubled. In addition, other future developments in its family‑friendly policies will next year see JLR’s Adoption and Surrogacy leave extended to 52 weeks with full pay and additional paid time off for maternity‑related appointments.
These policies are part of JLR’s wider commitment to diversity, equity and inclusion.
Meanwhile, the business promotes allyship amongst its workforce, and alongside its 13 global employee‑led diversity networks, there are lots of opportunities for employees to take part in continuous learning around health, well‑being and diversity related topics.
JLR is also proud to champion racial equality in the workplace as the first UK car manufacturer to sign the Business in the Community 'Race at Work Charter' and to have joined ‘The Valuable 500’, a global movement dedicated to ensuring disability inclusion in business.