Menopause

Examples of workplace adjustments

The purpose of a temporary workplace adjustment is to remove barriers, where possible, that get in the way of an individual doing their job. It is important that they are tailored to address the issues experienced specifically by that individual and should be identified through discussions with the individual and other relevant experts (such as Occupational Health and your People Business Partner where appropriate). It is essential to avoid making assumptions as menopause symptoms vary between individuals.

Many may not need adjustments to be made but if they are needed, this is a positive way to keep valued employees in the workplace. It is important that we don't lose staff through sickness or as leavers through lack of understanding and support.

Temporary workplace adjustments are not limited to but may include:

• Flexibility where uniforms are mandatory, providing additional uniforms to ensure individuals can change during the day. Natural fibres like cotton are preferable to synthetic materials if an employee is experiencing hot flushes and sweating.
• Access to a personal fan that plugs into a laptop or portable neck fan (both available on Fusion to order) and good ventilation including windows which open and blinds that can be drawn.
• Locating a workstation near an opening window or away from a heat source.
• Where work requires constant standing or prolonged sitting, ability to take breaks to move about and access to a quiet restroom.
• Access to a quiet room for a short break to manage a severe hot flush or other symptoms that may be overwhelming.
• Access to cold drinking water including at off-site venues.
• Flexible working.
• Consider the impact of symptoms during professional discussions or interviews.
• Identify a 'buddy' to support the person for emotional regulation, e.g. sense check emails before sending.
• Consider length of meetings.
• Adjusting start and/or finish times or allow extended breaks.

If, after initial discussions and adjustments, further support is needed, the line manager is advised to: 

• Contact their People Business Partner, the Wellbeing Team (employeesupport@lancashire.gov.uk) or the Employee Assistance Programme for further advice and guidance.
• Refer the employee to Occupational Health for further advice.
• Review Occupational Health advice, and implement any recommendations, where reasonably practical.
• Record absences on Oracle as due to menopause symptoms where this is the case.