Menopause

How a manager can support an employee during menopause

Every manager should know what the menopause is, when it happens and how it can affect people in the workplace.

You have a crucial role to play in ensuring that anyone experiencing menopausal symptoms gets the same support and understanding as if they had any other health issue. Effective management of team members with menopausal symptoms that are impacting on their work will help you to improve your team’s morale and performance, retain valuable skills and talent, and reduce sickness absence. If staff aren't supported there may also be a reputational and legal risk as staff are protected under the Equality Act 2010 for disability, age and sex.  

Line managers are typically:

  • The first point of contact if someone needs to discuss their health concerns or needs a change or adjustment to their work or working hours to enable them to perform to their full potential.
  • Responsible for implementing the policies and practices that can help someone experiencing the menopause to feel supported, and to be effective in their role.
  • Responsible for managing absence and keeping in touch if someone is off work ill or because of menopausal symptoms, as well as supporting an effective return to work.

Simple changes to your management style can make a world of difference:

  • Building relationships based on trust, empathy and respect will make it easier for an employee to feel comfortable about raising a health issue like the menopause.
  • Including health and wellbeing in regular and informal one-to-ones with members of your team can provide the forum for a conversation about any changes to someone's health or wellbeing situation, including the menopause. Here are some pointers on how to undertake a wellbeing check-in to support you to do this.
  • Asking people how they are on a regular basis will help to create an open and inclusive culture and encourage someone to raise any concerns.
  • Don’t make assumptions – everyone is different, so take your lead from the individual.
  • Maintain confidentiality in handling health information relating to the menopause, in line with the Gender Recognition Act 2004, where health information relating to the menopause reveals someone’s trans status.

It can be hard when you suspect someone is experiencing menopause symptoms but they haven't talked to you. Wait for your team member to share what they're experiencing. Bringing it up yourself could be viewed as confrontational or offensive and you are there to support not diagnose. Talking with your team about menopause and the support available can be a great way to demonstrate you want to support anyone experiencing symptoms. It's vital you don't shy away from the topic. The more you talk about menopause with your colleagues, the easier it will become.

Use this Bupa conversation guide to help you talk about menopause and other sensitive topics.

Here are some more tips:

  • Prepare for the conversation – make sure you understand LCC's approach to supporting menopause, including the suggested reasonable adjustments and risk assessments.
  • Make sure you have the time and space for a confidential discussion that allows the opportunity to raise concerns and steps forward. Remember it can be difficult for some people to talk about their experience so not feeling rushed will help put them at ease.
  • Opening up the conversation - focus on the positive. A positive mindset and approach are essential for managers to ensure conversations are supportive experiences for you and your colleagues. When a colleague talks about menopause, make sure you communicate that it's not a problem for you or for the organisation.
  • Offer support - some employees may just want an empathic ear, while others may want something more formal. It’s also okay not to have all the answers during your first conversation, you can offer reassurance that you will find answers for your next conversation.
  • Develop a working plan and review it regularly. Menopause is a unique experience, and each person may need different support. Ask your team member what they feel might improve their symptoms at work.
  • Keep talking. Arrange a time to meet again to agree next steps or monitor progress. The effects of menopausal transition can change over time, so support may need to change to accommodate this. Reflect back on what you are seeing.

Do's

  • Do your research and understand the facts
  • Do talk about menopause
  • Do follow this guidance
  • Do keep an open mind and be flexible
  • Do provide support and focus on solutions
  • Do contact People Services 
  • Do refer to occupational Health if appropriate

Don'ts

  • Don't make assumptions
  • Don't shy away from talking about menopause
  • Don't share personal information without consent
  • Don't address performance issues without checking about health concerns
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