The menopause (including perimenopause) is a natural event during which a person stops having periods and experiences hormonal changes such as a decrease in oestrogen levels.
We are committed to creating an open and supportive culture. We want you to feel comfortable speaking about how menopause-related symptoms may be affecting you at work and able to ask for the support that you need to help you manage your symptoms.
Symptoms of menopause
While menopausal symptoms vary greatly, they commonly include: hot flushes, night sweats, anxiety, dizziness, fatigue, memory loss, depression, headaches, recurrent urinary tract infections, joint stiffness, aches and pains, reduced concentration and heavy periods.
Requesting support
If you find it difficult to cope at work because of menopausal symptoms, you are encouraged to speak to your line manager. If for any reason you are unable to approach your line manager, you can speak to the HR and Governance Officer.
We urge you to be as open as possible about any particular issues that you are experiencing or adjustments that you need to ensure that you are provided with the right level of support.
Any health-related information disclosed by you during discussions with your line manager or the HR department will be treated sensitively and confidently.
Working flexibly on a temporary basis
If you require a permanent change to working arrangements, we have a policy for requesting flexible working. However, we recognise that for individuals affected by menopausal symptoms, the option to work flexibly on a temporary (rather than permanent) basis may be appropriate. For example, this could include working from home, changing your start and finish times, changes to your work allocation or taking more frequent breaks. This is not a definitive list.
If you feel that you would benefit from a temporary change to your working arrangement on an ad hoc basis because of sleep deprivation or other symptoms that may be impacting on your performance, you should discuss and agree these with your line manager and HR Officer.
We will try to facilitate temporary flexible working arrangements wherever this is possible and will continue to review these to ensure that they meet your needs and our organisational requirements.
Working environment
If you feel that your working environment is exacerbating your menopausal symptoms, you should raise this with the HR Officer.
Quiet place to work
If you need time out to relax, a short break to manage any symptoms or take medication, or a quiet space to work, you should speak to your line manager who will try their best to accommodate this.
Sickness
There is no expectation on you to work if you are unwell because of menopausal symptoms.
Unless otherwise set out in your contract, if you are sick and unable to work, you should follow the procedure set out in our sickness absence policy.
You do not have to disclose that your absence is related to the menopause if you wish to keep this private. However, we want you to feel that you can be open about the reason for your leave.
External sources of help
There are various organisations that provide help and support on the menopause, including:
- Menopause Matters, which provides information about menopause, menopausal symptoms and treatment options;
- the Daisy Network charity, which provides support for people experiencing premature menopause or premature ovarian insufficiency; and
- the Menopause Café, which provides information about events where strangers gather to eat cake, drink tea and discuss the menopause.