Reviewed date: 09/10/23
Next review: 09/10/2026 (or before is there is a change in legislation or practice)
Amendments: dd/mm/year + details (if any made)
Introduction
The purpose of this policy and procedure is to:
Provide a consistent and fair approach to menopause support throughout the organisation.
Ensure the policy and procedure maximises the performance of and support to all employees.
With 49 percent of Leuchie’s workforce being females over the age of 45 there will be employees working through the natural age of perimenopause and beyond. Therefore, there is a need to provide employees with clear guidance around this subject.
Definitions
The menopause is a natural process and for many can be manged through lifestyle adjustments. However, Leuchie recognises that for some the menopause is not always an easy transition therefore some employees may need additional considerations to support and improve their experience at work.
Leuchie is committed to supporting employees who are affected in anyway by the menopause and to support and inform managers so that employees reporting issues are treated fairly and given appropriate support. This policy is inclusive of all gender identities including trans and non-binary employees.
Responsibility
This policy applies to all employees of Leuchie including those on permanent contracts and those on bank contracts.
Employees
All employees are responsible for taking reasonable responsibility and care for their own health and well-being. All employees are responsible for being open to having conversations with their line manager, if for any reason you don’t feel like you can speak to your line manager then you can also speak with one of the Human Resources team. All employees are responsible for upholding a positive working environment and treating others will dignity and respect.
Line managers
Will be responsible for familiarising themselves with the menopause policy and other policies and procedures which may link to this policy. Be willing to have open discussions with employees about changes in their health relating to menopause, treating the discussions sensitively and recognise that each individual’s experience may differ. Ensure good ongoing communication and agree a plan for review where appropriate. Implement agreed action plans and working adjustments.
Principles
The Health and Safety at Work Act (1974) requires employers to ensure the health safety and welfare of all workers. Employers should include any specific risks introduced by the menopause into risk assessments. The menopause is also an equalities issue, under the equality act (2010), employers have a duty not to discriminate in terms of age, sex or disability. Detrimental treatment related to the menopause could represent direct or indirect sex discrimination on any or all of these protected characteristics.
The aim of the policy is to support employees to remain at work. To raise awareness of menopause, the related issues and how this can affect employees. To break the stigma and taboo surrounding the menopause at work and to promote an environment in which employees feel confident in discussing menopausal issues and ask for support and adjustments if required.
To provide guidance on how to best support employees and raise menopausal issues not only for the individuals experiencing the menopause but also those that maybe affected directly or indirectly which may include managers and colleagues. To inform managers of the potential symptoms of menopause, and how this can affect employees and what can be done to support individuals including reasonable adjustments.
Symptoms – Definitions
According to the National Institute of Health Care and Excellence (NICE) the most commonly reported symptoms of menopause (hot flushes and night sweats) can occur in approximately 75% of cases with 25% being severely affected.
Symptoms are associated to a decrease in the body’s production of the hormone oestrogen. Other factors such as diet and exercise, lifestyle and medication can also influence symptoms.
It is important to note that not everyone will notice symptoms or require help and support.
The most common symptoms include – Hot flushes, night sweats, sleep disruption, fatigue, difficulty concentrating, memory problems, loss of confidence, mood disturbances – including anxiety and depression. Headaches, irregular periods/heavy bleeding, bone and joint problems.
Symptoms on average can last 3-5 years however some individuals will experience symptoms for longer. The nature of symptoms will vary by individual from mild to severe. These symptoms can have an adverse impact on the quality of both an employee’s personal and working lives.
Symptoms – Suggested Adjustments
Hot Flushes
These can result in employees feeling uncomfortable and less tolerant of workplace temperatures – review control of workplace temperatures. Look at the persons location within an office (role dependant). Supply the employee with a fan. Assess access to chilled drinking water. Assess access to bathroom and shower facilities. Avoid tight fitting uniforms or dress code. Assess access to a space for a break, a quiet area where a hot flush can be managed.
Night sweats
These can result in sleep disruption which then results in increased tiredness and fatigue. Where possible you could consider flexible working hours/temporary change of shift patterns, for example if concentration is better or worse at certain times of day. Offer a quieter place to work if possible. Suggestions and adjustments will vary depending on a person’s role.
Low mood/Depression/Anxiety/Panic attacks/Loss of confidence
Any of these symptoms can make work tasks more difficult to carry out and affect performance. Line managers should provide employees the opportunity to openly discuss any concerns or difficulties. Line Managers should carry out regular supervision sessions to encourage discussion. Where it is felt appropriate line managers should encourage employees to discuss symptoms with their GP if they haven’t already done so.
Bone & Joint problems
Due to these problems certain moving and handling tasks may be uncomfortable and risk assessments should be modified to take this into account, consider temporary adjustments or modifications to work tasks.
Menopause Policy Procedure
Support from Line Manager
Regular informal conversations between a manager and employee can enable discussions about issues related to menopause.
One of the most valuable things a manager can do is listen and respond sympathetically if issues related to menopause are highlighted. These conversations can assist to identify support mechanisms at work which can make a real difference on how employees cope with menopause as this may enable them to continue working well and productively. An employee experiencing menopausal issues may feel uncomfortable or embarrassed to approach their line manager however, if a line manager is aware of the symptoms associated with the menopause and how this can affect an individual, this can greatly assist in promoting an environment where employees feel confident to seek support.
Line managers should encourage employees to discuss any relevant health concerns with their GP. Line managers should maintain confidentiality regarding health information and the making and storing of notes. Line managers should encourage employees to be open and honest about the difficulties they are experiencing and explore ways in which employees can be supported if required.
Agree an action plan with timeframes.
Please Note:
We will process any personal data collected in accordance with our data protection policy. Data collected is held securely and accessed by, and disclosed to, individuals only for the purposes of providing the necessary support.
When looking at making adjustments to an employees working pattern or environment it may be appropriate to liaise with the Human Resources team if advice is required to ensure fairness and consistency.
The policy and procedure must be read in conjunction with other appropriate internal policies.