Menopause

How can a manager support an employee during the menopause?

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

You have an important role to play in ensuring that anyone experiencing menopausal symptoms gets the same support and understanding as if they had any other health issue. The role of line managers in supporting people experiencing menopause transition is crucial. Effective management of team members with menopausal symptoms that are impacting on their work will help you to improve your team’s morale, retain valuable skills and talent, and reduce sickness absence. Good people management is fundamental to supporting employee health and wellbeing, spotting early signs of ill health or distress, and initiating early intervention.

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 their menopausal symptoms, as well as supporting an effective return to work. The level of trust you build with employees will determine the extent to which female colleagues are able to discuss menopausal symptoms and any support or adjustments they need at 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 well-being 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.
• 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. Including, in line with the Gender Recognition Act 2004, where health information relating to the menopause reveals someone’s trans status.