Menopause

Menopause is a natural physical change that usually happens to women between the ages of 45 and 55. Women reach menopause after 12 months without a period and it's the end of the reproductive years.

• Age and gender-specific policies and procedures

  Employers should look at how to include menopause management into existing policies covering areas such as:

  • equality, diversity and inclusion
  • hybrid and home working arrangements
  • performance management
  • sickness absence, wellbeing and special leave.

  Take advice from occupational health practitioners to strengthen existing policies and practices.

  Create supportive and inclusive cultures based on effective policies. The aim is to educate managers, supervisors, occupational health practitioners and the general workforce about the menopause.

  Review and adapt policies and procedures as your organisation matures. Keep them relevant to the latest scientific evidence on menopause.

• Training and awareness

  Employers should consider training to support managers who have women in their teams. This training is to help them understand and be aware of menopause symptoms and the management of women experiencing these symptoms.

  Managers should:

  • know what external support services are available
  • put in reasonable adjustments and consider flexible working, where practicable.

  Women should feel supported by management within the workplace and feel comfortable disclosing symptoms without feeling embarrassed.

  It's good practice to extend training to all staff to make them aware of:

  • menopause and its symptoms
  • impact on work
  • possible solutions
  • communication skills.
• Age and gender-specific health risk assessments

  Ensure risk assessment processes are in place that consider specific risks.

  If there's no in-house access to advice on risk assessments for this area, get competent advice from health or occupational health practitioners.

• Health-focused culture

  Women should be able to access evidence-based advice and healthcare and share their experiences.

  This could be from an occupational health or medical professional who is competent to provide this information. Any advice should still be taken with care, making sure it's applicable to the individual.

  A healthy lifestyle outside of work is also beneficial. Organisations can include encouragement within their wellbeing initiatives for:

  • regular exercise
  • healthy eating
  • stopping smoking.
• Work clothing

  Organisations should think about reviewing work clothes and the uniform provided or required at work. Some uniforms can generate excess heat, making women more uncomfortable.

  Personal protective equipment (PPE) needs review if a woman finds it too uncomfortable to wear due to menopause symptoms. Re-evaluate the task being carried out. Can the work task or controls be changed to be made safer? Or can they carry out a task that does not need PPE?

• Physical work environment

  Hazards within the physical work environment can contribute or worsen symptoms. For example: high temperatures, poor ventilation, working in confined spaces, excessive crowding and insufficient rest areas.

  Some adjustments could be considered, such as:

  • opening windows
  • moving a workstation closer to the window
  • use of a desk fan
  • air conditioning.

  Rest areas, access to cold water and washing facilities should be available and accessible.

  Make sure all work areas are well ventilated and not overcrowded. This is to prevent worsening or triggering symptoms.

• Psychosocial risks

  Organisations could consider providing opportunities for flexible working, such as changes to working hours, and home or hybrid working.  This helps women to work around their symptoms when needed.

  Assess work demands. Increase a worker's control through job sharing, paced working and task scheduling.