Menopause policy

1. Policy statement

Menopause is a natural part of life, and it isn’t always an easy transition. With the right support, it can be much better. Whilst not everyone suffers with symptoms, supporting those who do will improve their experience at work.  Experiences and perceptions may differ from person to person. We want everyone to understand what menopause is, and to be able to talk about it openly, without embarrassment.

For staff experiencing symptoms it can be a difficult and stressful time, as well as a very sensitive and personal matter.  For the employer it is an employee health and wellbeing concern. This policy sets out the guidelines for employees and managers on providing the right support to manage menopausal symptoms at work.

2. Purpose

• To ensure everyone understands what menopause is, can confidently have supportive conversations, and are clear on the University’s policy and practices, supported by the Directorate of People.
• To educate and inform managers about the potential symptoms of menopause, and how they can support staff at work.
• To ensure that staff suffering with menopause symptoms feel confident to discuss it and ask for support and any reasonable adjustments so they can continue to be successful in their roles.
• To reduce absenteeism due to menopausal symptoms.
• To assure staff that the University are a responsible employer, committed to supporting their needs during menopause.

3. Definitions

• Menopause is defined as a biological stage in a person's life that occurs when they stop menstruating and reached the end of their natural reproductive life. Usually, it is defined as having occurred when a person has not had a period for twelve consecutive months (for people reaching menopause naturally). The average age for a person to reach menopause is 51 however, it can be earlier or later than this due to surgery, illness or other reasons.
• Perimenopause is the time leading up to menopause when a person may experience changes, such as irregular periods or other menopausal symptoms. This can be years before menopause.
• Postmenopause is the time after menopause has occurred, starting when a person has not had a period for twelve consecutive months. 

4. Related information

Symptoms of menopause: 

It is important to note that not everyone will notice every symptom or even need help or support. However, many do experience some symptoms, including some which may be classed as severe.

More information on symptoms can be found in our guide and FAQ pages.

5. Roles and Responsibilities

Employees

All staff are responsible for:

• Taking personal responsibility to look after their health;
• Being open and honest in conversations with managers/People Support team and Occupational Health;
• If a member of staff is unable to speak to their line manager, or if their line manager is not supporting them, they can speak to the People Partnering team, a Union representative, or a Health and Wellbeing representative
• Contributing to a respectful and productive working environment;
• Being willing to help and support their colleagues;
• When an individual has wished to share this information with their colleague/s, respecting confidentiality and being supportive of any adjustments their colleague is receiving as a result of their menopausal symptoms.

Line Managers

Line managers should look to create confidence in their team that all information shared will be kept confidential:

• Familiarise themselves with this policy and guide understand the support that they can provide to their staff;
• Be ready and willing to have open discussions about menopause, appreciating the personal nature of the conversation, and treating the discussion sensitively and professionally;
• Discuss with the individual how best they can be supported, and any adjustments required where agreed upon;
• Record adjustments agreed, and actions to be implemented;
• Ensure ongoing dialogue and review dates;
• Ensure that all agreed adjustments are adhered to.

Where adjustments are unsuccessful, or if symptoms are proving more problematic, the Line Manager may:

• Discuss a referral to Occupational Health for further advice;
• Refer the employee to Occupational Health;
• Review Occupational Health advice and implement any recommendations, where reasonably practical;
• Discuss further with the People Support team and the employee.

Occupational Health

The role of Occupational Health is to:

• Carry out a holistic assessment of individuals as to whether or not menopause may be contributing to symptoms/wellbeing, providing advice and guidance in line with up-to-date research;
• Signpost to appropriate sources of help and advice;
• Provide support and advice to the People Support team and Line Managers in determining and agreeing adjustments, if required;
• Monitor referrals due to menopause symptoms and provide additional signposting, where required.

People team

The People team will:

• Offer guidance to managers on the interpretation of this Policy;
• Offer support to employees affected by menopause symptoms.

Talent and Development

Staff have access to training and self- directed learning via their SharePoint site.

In accordance with medical guidance, anyone experiencing these symptoms should be advised to seek medical advice from their GP in the first instance where symptoms are prolonged, severe or causing particular distress.

Additional Information

• Menopause Info
• The Menopause Charity
• NHS Menopause conditions
• Flexible Working Policy
• Menopause Support
• Staff Wellbeing Portal
• Sickness Absence Management Policy and Procedure
• Long-term illness Policy and Procedure
• Hybrid Working Policy
• Trans Inclusion Policy
• Menopause – Manager Guide
• Menopause - FAQs