Role of Line Managers and Headteachers

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.