We are committed to promoting a supportive working environment for all our team members.
We recognise that many team members – will experience the menopause and that for some the menopause will have an adverse impact on their working lives.
The purpose of this policy is to raise awareness of the menopause and the impact of the menopause in the workplace, and to encourage open conversations between managers and – team members. We are committed to supporting all employees who are affected by the menopause and to signpost relevant advice and assistance to anyone who needs it.
This policy does not form part of any employee’s contract of employment and we may amend it at any time.
All women will experience the menopause at some point during their life. The menopause can also impact trans and non-binary people who may not identify as female.
Menopause is a natural event during which a person stops having periods and experiences changes such as a decrease in oestrogen levels. Periods usually start to become less frequent over a few months or years before they stop altogether. Sometimes they can stop suddenly.
The menopause is a natural part of ageing. Most of those who experience the menopause will do so between the ages of 45 and 55. However, some start experiencing symptoms much earlier. Often, symptoms last between four to eight years, but they can continue for longer.
Symptoms can include, but are not limited to:
The majority of those going through the menopause will experience some symptoms, although everyone is different, and symptoms can fluctuate. Each of these symptoms can affect an employee’s comfort and performance at work.
The menopause is preceded by the perimenopause, during which the body prepares itself for menopause. The perimenopause can also last several years and can involve similar symptoms to the menopause itself. For the purpose of this policy, any reference to the menopause includes the perimenopause.
Menopause is not just an issue for women. All employees should be aware of the menopause so that they can support those going through it or otherwise affected by it.
We encourage an environment in which colleagues can have open conversations about the menopause. We expect all team members to be supportive of colleagues who may be affected by the menopause in the workplace.
Anyone affected by the menopause should feel confident to talk to their line manager or a member or the HR team about their symptoms and the support they may need to reduce the difficulties the menopause can cause them at work. We encourage our employees to talk to line managers or The HR team at an early stage, which will help to determine the best course of action to support their needs.
Line managers should be ready to have open conversations with team members about the menopause and what support is available. Such conversations should be treated sensitively, and any information provided should be handled confidentially and in accordance with our Data Protection Policy.
We are committed to ensuring the health and safety of all our employees and will consider any aspects of the working environment that may worsen menopausal symptoms. This may include identifying and addressing specific risks to the health and well-being of those going through the menopause.
While many who go through the menopause will be able to carry on their working lives as normal, we recognise that others may benefit from adjustments to their working conditions to mitigate the impact of menopause symptoms on their work.
If you believe that you would benefit from adjustments or other support, you should speak to your line manager in the first instance. If you feel unable to do so you should contact the HR Team.
Physical adjustments could include temperature control, (e.g., through the provisions of electric fans) or adjustments to the uniform which would make an employee feel more comfortable at work. Depending on individual and business needs, adjustments such as flexible working, more frequent rest breaks or changes to work allocation may also be considered. These are examples only and not an exhaustive list.
We may seek medical advice from your GP to better understand any adjustments and other support that may help alleviate symptoms affecting you at work. Any request for a medical report or examination will be dealt with as set out in our Absence Policy.
If you need additional support, please speak with your HR team, you may have access to an Employee Assistance Programme or Occupation Health.
December 2022.