This HR Roundup for February explores how to support autistic employees, highlighting a UK report’s findings and recommendations. It also provides updates on menopause guidance and support, and potential upcoming changes to paternity leave regulations.
Supporting employees with autism
The UK Department for Work and Pensions released a report addressing the challenges autistic individuals face in employment. Highlighting that only three in ten autistic adults are employed, compared to eight in ten non-disabled people, the report presents 19 recommendations for employers and the government. It covers recruitment to career progression, noting autistic graduates’ high unemployment and underemployment rates. The report aims to improve workplace inclusivity and some of its 19 recommendations include:
- Working with autistic people, autism organisations, and employer-facing organisations to create a national campaign aimed at employers.
- Identify and promote cross-industry autism employment support groups, including opportunities for volunteering and work shadowing, that autistic jobseekers can join to build their knowledge of employment and their confidence.
What can your organisation do to support autistic employees in the workplace?
There are a range of adjustments and accommodations that can be made by employers to support autistic employees.
The National Autistic Society has a great guide on employing autistic people, and the NHS also has issued some guidance on what reasonable adjustments could look like for autistic employees. As a result, it is a good idea for employers to review how they are currently supporting autistic workers, and if there are any other forms of support they can implement to improve their working conditions and satisfaction.
EHRC guidance relating to menopause in the workplace
Taking a proactive approach, the EHRC released guidance for employers on February 22 regarding menopause in the workplace. This guidance is designed to assist employers in better supporting employees who are experiencing symptoms of menopause.
It details the concepts of menopause and perimenopause, highlighting how symptoms can impact employees’ performance, such as through reduced focus, heightened stress levels, and diminished physical capability. This, in turn, can result in increased absenteeism or even resignations.
While menopause itself is not classified as a protected characteristic under the Equality Act (EqA), the guidance outlines the potential legal responsibilities of employers under the EqA. This is particularly relevant for protected characteristics like disability, age, and sex, which may intersect with menopause-related issues. The guidance stresses the importance of understanding the risk of claims related to failure to accommodate, direct and indirect discrimination, harassment, and victimisation.
New proposed regulations relating to paternity leave
The government has released draft Regulations that propose modifications to the existing statutory paternity leave rules. These anticipated changes are stated to affect births commencing their Expected Week of Childbirth (EWC) after April 6, 2024, and adoptions expected to occur on or after April 6, 2024.
The proposed amendments cover several areas:
- The timeframe within which paternity leave must be used after the arrival or adoption of a child.
- The current mandate that paternity leave must be taken in a single, uninterrupted period.
- The notification and proof requirements that must be met for an individual to qualify for paternity leave.
It is important that your organisation is prepared for any of the changes proposed should they be approved by the Houses of Parliament, to ensure that your company policies are kept up-to-date.