Schools are committed to providing an inclusive and supportive working environment for everyone who works here and recognises that individuals experiencing the menopause, whether before, during or after this time of hormonal change and associated symptoms, may need additional consideration, support, and adjustments.  

Menopause is a normal part of every woman’s life. This policy recognises that the menopause is an equality; occupational health and safety issue. 

The school is committed to developing a workplace culture that supports workers experiencing the menopause, with dignity and respect, in order for them to feel confident to raise issues about their symptoms and ask for reasonable adjustments at work.

This guidance aims to:

• make Headteachers and Managers aware of their responsibility to be trained and fully understand how the menopause can affect staff, and how they can support those experiencing menopause symptoms at work; ensuring equality in the workplace.
• foster an environment in which colleagues can openly, comfortably and without embarrassment, instigate conversations, or engage in discussions about the menopause in a respectful, supportive and non-discriminatory manner.
• enable workers experiencing menopause symptoms to continue to be effective in their jobs
• outline the support and reasonable adjustments available.
• Recognise that menopause at work is an issue for men as well as women.
• To reduce sickness absence due to menopausal symptoms and retain valued staff in the workplace.

The menopause is a natural stage of life during which individuals will stop having periods and experience hormonal changes such as a decrease in oestrogen levels.  This affects around half of the population. Including:

• intersex people – some people prefer the term 'differences in sex development' (DSD).
  
  
• Disabled people and those with pre-existing health conditions eg; fibromyalgia, joint issues and inflammatory conditions, may find that the menopause can aggravate their existing impairments and health conditions or even trigger new ones. Menopausal symptoms can in turn also be made worse by the disabled woman’s impairment or health condition.
  
  
• Some trans men may experience natural menopausal symptoms. ('trans' is an umbrella term used to describe people whose gender is not the same as the sex they were assigned at birth).
  
  
• Some trans women may experience pseudo-menopausal symptoms related to their hormone therapy treatment.
  
  
• Some non-binary people may experience menopausal symptoms.

The menopause usually occurs between the ages of 45 and 55 and typically lasts between four and eight years.

However, each employee's experience will differ; there is no ‘one size fits all’  and menopausal symptoms can occasionally begin before the age of 40.  

Some studies suggest that some ethnic groups may have more prevalent and severe menopause symptoms.

Perimenopause, or menopause transition, begins several years before menopause.

An individual may start to experience menopausal symptoms during the final two years of perimenopause.

While symptoms vary greatly, they commonly include:

• Hot flushes
• Night sweats
• Dizziness
• Memory loss
• Headaches
• Recurrent urinary tract infections
• Joint stiffness, aches, and pains
• Reduced concentration             
•  Heavy periods
• palpitations (heartbeats that become more noticeable)
• skin changes (dryness, acne, general itchiness)

Each of these symptoms can affect an employee's comfort and performance at work.

Individuals will be affected in different ways and to varying degrees over different periods of time. Menopausal symptoms can often indirectly affect their partners, families, and colleagues.

The School recognises that for many reasons, peoples’ individual experiences of the menopause may differ greatly.

Line managers and Headteachers 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 most important and valuable thing a manager can do is listen and, wherever possible, respond sympathetically to any requests for adjustments at work.

All Line Managers must familiarise themselves with this menopause policy.

Menopause can affect people’s confidence and it can be daunting talking to someone who has no knowledge or awareness of the menopause.

The more supportive and knowledgeable line managers and Headteachers are about the range of menopausal symptoms, the less likely individuals are to feel embarrassed to discuss how the menopause is affecting their health and their work.

Managers and Headteachers should be ready and willing to have open discussions about the menopause, appreciating the personal nature of the conversation, and treat the discussion sensitively, confidentially, and professionally.

With the support of HR, Managers and Headteachers should encourage employees to discuss the impact of their menopausal symptoms on their work-life and encourage them to access the support and adjustments offered.

They should promote a positive attitude to discussions around women’s health issues.

Managers and Headteachers will consider all requests for support and adjustments sympathetically and will not discriminate against those employees who are experiencing the menopause, putting in place the required support or adjustments in a timely manner.

All employees must be treated fairly and consistently. Employees need to be confident that they will not be treated less favourably if they take up any support available to employees experiencing the menopause.

All Line Managers and Headteachers must be aware of the potential impact of menopause on performance; if someone’s performance suddenly dips, consideration will be given as to whether the menopause may be playing a part in this.

All managers will record adjustments agreed, and actions to be implemented, via an action plan and ensure ongoing dialogue via a follow-up meeting.

All managers will ensure that all agreed adjustments are adhered to and reviewed as regularly as necessary.

Schools will take seriously and investigate any complaints of discrimination, harassment, or victimisation, using the agreed procedures and respecting confidentiality.

All requests for support or adjustments must be dealt with confidentially and in accordance with the data protection policy.

Depending on an individual’s symptoms and how it impacts their work, it may be appropriate to consider making reasonable adjustments.

These may include:  

• flexibility around attending relevant medical appointments, more details to be found in the ‘Time off for medical appointments’ section in the Health and Attendance Policy.
  
  
• the temperature and ventilation of the workplace - the School will endeavour to achieve a comfortable working temperature for employees, ensure that chilled water is available and desk fans provided upon request. Colleagues are asked to be tolerant of requests from employees to open windows or to sit near open windows. Fitting blinds to windows.
  
  
• the material and the fit of a uniform, if there is one, and whether it might make staff going through the menopause feel too hot or worsen skin irritation.
  
  
• whether there’s somewhere suitable for staff to rest if needed, for example a quiet room.
  
  
• whether toilet facilities are easily accessible.
  
  
• whether cold drinking water is available.
  
  
• establishing a system where possible, that allows cover for women who need to access toilet/washing facilities while they are teaching (to deal with heavy and recurring bleeding and urination).
  
  
• considering requests for changes to working arrangements, eg temporary part-time working.
  
  
• swift permission for absence to attend menopause-related medical appointments.
  
  
• adjusting workplace procedures and processes to support and avoid any detriment to menopausal women.

This is not a definitive list of measures. The School will actively listen to women staff and union reps and take on board other suggestions.

Employees should discuss reasonable adjustment requests with their line manager or Headteacher. Depending on the circumstances, requests may be approved on a permanent or temporary basis.

Where adjustments are unsuccessful, or if symptoms are proving particularly severe, the line manager may: discuss with the employee a referral to occupational health for further advice, review occupational health advice, and implement any additional recommendations, update the action plan and continue the review process.

Employees have a role to play in ensuring a comfortable working environment for all staff, including women experiencing the menopause.

All staff should take personal responsibility to look after their health. Employees are encouraged to inform their manager or Headteacher (or the alternative contact, should they not feel comfortable speaking to their manager) if they are struggling with menopausal symptoms and need any support, so that they can continue to be effective in their jobs.

Employees experiencing the menopause are encouraged to seek support through their GP, the employee assistance programme if available to the School, and other external organisations.

All staff have a responsibility to contribute to a respectful and productive working environment, be willing to help and support their colleagues; understanding, accepting and supporting any necessary adjustments their colleagues request, or are receiving, as a result of their menopausal symptoms.

Employees are encouraged to speak to their GP and to inform their line manager or Headteacher that they are experiencing menopausal symptoms at an early stage to ensure that symptoms are treated as an ongoing health issue rather than as individual instances of ill health.

Early notification will also help line managers and Headteacher’s to determine the most appropriate course of action to support an employee's individual needs.

Employees who do not wish to discuss the issue with their Headteacher/direct line manager may find it helpful to have an initial discussion with HR, a trusted colleague, or another manager instead.

 

Employees are required to adhere to the School’s Code of Conduct and Bullying Harassment policies.  Any instances of harassment, victimisation or discrimination experienced because of issues related to the menopause may result in disciplinary action being taken.

The role of occupational health is to:

• carry out a holistic assessment of the employee to ascertain whether or not the working environment may be exacerbating menopause symptoms
  
  
• discuss with the employee what adjustments would help
  
  
• signpost to other appropriate sources of help and advice

Additional support available for employees/managers and Headteachers

• Wellbeing resources available on Schoolsweb Wellbeing resources | SchoolsWeb (buckinghamshire.gov.uk)
  
  
• School’s employee assistance programme if available to the School Employee assistance programme | SchoolsWeb (buckinghamshire.gov.uk)
  
  
• Referral to Occupational Health for support and guidance Occupational health SchoolsWeb (buckinghamshire.gov.uk)
  
  
• Speak to their Trade Union Representative