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Guidelines for all employees on providing and receiving the right support to manage menopausal symptoms at work.

Contents

• Introduction
• Background
• Available support
• Reasonable adjustments
• Resources for further help and support for employers and managers

Introduction

1.听UCL aims to facilitate an open, understanding working environment. UCL 听wants everyone to understand what menopause is, and to be able to talk about it openly, without embarrassment. This is not just an issue for those going through menopause, everyone should be aware of its impact.

2.听These are brief guidelines for all employees on providing and receiving the right support to manage menopausal symptoms at work.

Background

3.听Menopause is a natural event in the lives of听many women; some trans men and some nonbinary people. It is when they stop having periods and experience hormonal changes such as a decrease in oestrogen levels. It usually occurs between the ages of 45 and 55 and typically lasts between four and eight years. However, each person's experience will differ, and menopausal symptoms can begin earlier or later. Perimenopause, or menopause transition, may begin several years before menopause and maybe triggered by an unrelated surgical procedure for example.听

4. Symptoms can be physical and psychological and may听commonly include:

• 听Hot flushes;
• 听Night sweats;
• 听Insomnia;
• 听Anxiety;
• 听Dizziness;
• 听Fatigue;
• 听Memory loss;
• 听Depression;
• 听Headaches;
• 听Recurrent urinary tract infections;
• 听Joint stiffness, aches and pains;
• 听Reduced concentration; and
• 听Heavy periods.

5.听Each of these symptoms can affect an employee's comfort and performance at work. Those experiencing menopausal symptoms should feel confident in discussing their needs, to ask for support and for any听reasonable adjustments听to be put in place, so they can continue working and play a full part in University life.

6.听If staff are unable to work due to Menopause and Perimenopause, these are listed as sickness absence reasons in MyHR.

Available support

7.听Colleagues and managers are encouraged to access our online resource to help understand what menopause feels like and what support is helpful in the workplace. You can access this information on听.

8. If menopausal symptoms are affecting an employee鈥檚 wellbeing, medical advice should be sought from a GP in the first instance (in accordance with听听and听听guidelines). Employees may also request an appointment with UCL鈥檚听Workplace Health Department.

9.听Employees are encouraged to inform their line manager if they are experiencing menopausal symptoms at an early stage to ensure that these are treated as an ongoing health issue rather than as individual instances of ill health. Early notification will also help line managers to understand the most appropriate way to support an employee's individual needs.听

10.听UCL has a list of quiet rooms around campus听which can be used for staff experiencing menopause to manage their symptoms.

11.听One option for structuring conversations about putting in place appropriate support is the听Adjustments Passport. This is intended to assist in recording conversations, agreed actions and adjustments. Employees who do not wish to discuss the issue with their direct line manager may find it helpful to have an initial discussion with a trusted colleague or another manager instead. They can also raise the issue with听their听HR Business Partner, a trade union representative, or with听Workplace Health.听

12. A variety of initiatives such as听The Employee Assistance Program, UCL鈥檚 Wellbeing Champions and听Mental Health First-Aid Programme, are also available to all staff. Further details of these are set out in the听UCL Wellbeing Strategy.

13.听Staff can join UCL鈥檚 Menopause Network by 听and then clicking on 鈥淩equest Access鈥�.

Reasonable adjustments听

14.听If an employee鈥檚 symptoms are severe, they have a significant impact on a person鈥檚 ability to do normal daily activities, and the symptoms may last for at least 12 months, 听menopause may be classed as a disability.

There are a range of reasonable adjustments that can be implemented to support someone going through the menopause.听

These could include but are not limited to:

• Providing temperature control for the work area, such as a fan on the person's desk, enabling them to move near to a window, or away from a heat source;
• Adapting prescribed clothing, such as permitting the removal of a jacket or lab coat when not needed;
• Ensuring easy access to washroom facilities;
• Ensuring storage space is available for a change of clothing;
• Offering noise-reducing headphones to wear in open plan offices and work spaces;
• Allowing short breaks in long meetings and ensuring regular breaks from workstations
• Agreeing to听flexible working arrangements;

15.听Employees should discuss any adjustments with their line manager.听

Resources for further help and support for employers and managers听

• , which provides information about the menopause, menopausal symptoms and treatment options;
• , which provides support for women experiencing premature menopause or premature ovarian insufficiency;听
• , which provides information about events where people gather to eat cake, drink tea and discuss the menopause;
• ;
• 听(NHS and Private);听
• 听- very helpful!;听
• 听to recent meta-analysis published in The Lancet regarding HRT and breast cancer risk;听
• ;
• ;
• ; 听
• 听(on Facebook) - for women only;听
• .

Employment Policy Team

Last updated: May, 2023