Introduction
The University is committed to providing an inclusive and supportive working environment for everyone who works here. This guidance has been designed to support employees who are experiencing challenges in their work and/or personal life brought on and/or exacerbated by menopause related symptoms.
It's important that everyone understands what menopause is, and can talk about it openly without fear or embarrassment. This guidance aims to raise awareness of the menopause, highlighting it's not just an issue for those going through it.
These guidelines are for all employees looking to seek and receive the right support to manage menopausal symptoms at work. The guidance aims to:
raise awareness of the symptoms which are widely linked to the menopause
normalise the conversation about the menopause and improve the level of support and information provided
provide employees with guidance about the support that they can seek from their line manager if they are experiencing menopausal symptoms which affect them at work
This guide is compliant with the ACAS guidance on Menopause at Work and guidance provided by the Faculty of Occupational Medicine (FOM).
This guidance refers to employees experiencing menopause-related symptoms. Please note, experiences and perceptions of the menopause may differ in relation to age, disability, race, religion or sexual orientation protected characteristics.
What menopause is
Menopause is a life transition that typically begins in your early to mid-forties and starts with perimenopause (though it can occur earlier, either naturally or through surgical intervention). ‘Menopause’ is officially reached on the date that marks 12 months since a woman’s last menstrual period (or immediately after some surgeries).
Before this, perimenopause and the symptoms that can occur are likely to last for several years. Post menopause is the third and final stage of the menopause and refers to the remainder of a woman's life one year on from their last period.
Those affected can include cis women, trans men and non-binary people.
The perimenopause phase can be the time where most symptoms take place. It typically lasts between four and eight years but can take longer. Each individual's experience will differ. Symptoms can last for months or years and can change over time. While symptoms vary greatly between individuals, they commonly include (but are not limited to):
- night sweats
- insomnia
- anxiety, panic attacks
- brain fog, memory loss, reduced concentration
- dizziness
- fatigue
- depression or low mood
- headaches and migraines
- recurrent urinary tract infections
- joint stiffness, aches and pains
- heavy periods
- hot flushes
Each of these symptoms can affect a person's comfort, attendance and performance at work – particularly symptoms with cognitive effects. Sleep deprivation can lead to brain fog which can develop into anxiety, imposter syndrome, and loss in confidence.
Talking about menopause at work
Reports suggest that many employees do not disclose their menopausal symptoms at work and may take time off work without telling their employer the real reason for their absence. The reasons for this are widely due to the fact the employee feels that:
their symptoms are personal or private
the symptoms are embarrassing, or they would find it uncomfortable to disclose the reason with their manager
they don’t know their manager well enough
they don’t feel comfortable disclosing it to their male or younger manager
At the University, we aim to foster an open and inclusive environment where employees can seek support in relation to the menopause and know that this information will be treated sensitively and confidentially. Line managers can seek further guidance from our Menopause Guidance for Managers in order to understand how they can support their staff members who have disclosed menopausal symptoms and/or concerns relating to menopause.
Available support
If you are experiencing menopausal symptoms and feel comfortable doing so, you are encouraged to speak with your line manager. Together you can discuss which support and/or adjustments could be implemented to enable you to continue working effectively and feel engaged in University life.
If you are experiencing menopausal symptoms that are having an adverse impact on your personal and/or working life, it is advisable to seek support from your GP. They will be able to provide advice on the treatment options available to you and recommended work adjustments.
How you can seek support
If you are experiencing menopausal symptoms, it is advisable to inform your line manager at an early stage. This will ensure these are treated as an ongoing health issue rather than as individual instances of ill health (in line with the University’s managing sickness, supporting staff policy). Disclosing this information early on will also help your line manager to support your individual needs in the most appropriate way. For example, there may be a separate area within the department you can go to if you are experiencing menopausal symptoms and feeling unwell.
As an organisation we are making progress in educating line managers on menopause, through our guidance and ongoing training opportunities. If you don't feel comfortable talking directly to your line manager, you may find it helpful to:
have an initial discussion with a trusted colleague or another manager instead
reach out to one of our Menopause Champions for signposting and support
raise any concerns about the menopause with your HR Business Partner or Advisor or a trade union representative
seek support from our wellbeing service provider, Health Assured
We also have a menopause support group who meet every month to talk informally about menopause, share experiences and give advice on the support available to you.
What to discuss with your line manger about menopause
If you are considering having a discussion with your line manager about menopause and how it is affecting you, it's a good idea to:
consider the symptoms you are experiencing and how you feel they are affecting your performance and/or attendance at work – this handy symptom checker might be a good place to start
think about what adjustments or changes to your role would help alleviate your symptoms and how you feel these can be implemented within your role (including any advice that you may have received from your GP). This may include a change to your working environment (for example being seated closer to a window or near to a fan) or a change to your working arrangements (such as a later start time or other flexible working arrangements)
provide some real-life scenarios you are facing to help your line manager understand how the menopause is affecting your work (for example, you could be experiencing night sweats which are preventing you from sleeping and therefore you are tired at work, making it difficult to concentrate)
Additional external support
Some external sources of help and support for employees and managers include:
Menopause matters provides information about the menopause, menopausal symptoms and treatment options
Henpicked - an online community that gives women a place to have their say, promote healthy debate and bring about positive change.
The Daisy Network charity provides support for women experiencing premature menopause or premature ovarian insufficiency