Menopause Guidance

The three stages of menopause are a natural transition which most women will experience at some point during their life. People who are non-binary, transgender men and people with differences in sex development or intersex may also experience menopause symptoms.

The average age to reach menopause is 51 but commonly occurs around 45-55 years of age. Some experience symptoms for years before this, during what is known as the perimenopause. For others, it can be earlier due to either a natural early menopause, surgery, or illness.

1.1 Perimenopause

Perimenopause is the natural transition period before menopause, marked by fluctuating hormone levels (primarily oestrogen) and symptoms like irregular periods, hot flushes, mood swings, and brain fog. It can last for several years, often starting in a person’s forties but sometimes earlier, and is a time when fertility is still possible.

1.2 Menopause

Menopause is a natural part of every woman’s life, during which they stop having periods and experience hormonal changes such as a decrease in oestrogen levels. Menopause can happen naturally or for reasons such as surgery (e.g. a hysterectomy), medical induction, cancer treatments like chemotherapy, or a genetic reason.

1.3 Post-menopause

Post-menopause refers to the period following menopause, during which menopausal symptoms may persist or fluctuate and where ongoing symptoms may still require understanding and support.

The stages of menopause often occur during a critical career stage, and many colleagues will be managing the symptoms associated with it whilst at work.

This guidance refers to ‘menopause’ to cover all these definitions.

Menopause is a unique experience to everyone. An individual may experience several symptoms or none. Menopausal symptoms vary greatly and can fluctuate over time from very mild to severe. Symptoms can start months or years before menstrual periods stop. The length of time individuals may be impacted by menopausal symptoms can vary widely. They can be physical, psychological, and/or cognitive. Symptoms commonly include:

• Brain fog (problems with memory/concentration)
• Hot flushes
• Night sweats
• Difficulty sleeping
• Fatigue
• Anxiety
• Depression
• Dizziness
• Headaches
• Recurrent urinary tract infections
• Joint stiffness, aches, and pains
• Changes to/heavy periods.

This is not an exhaustive list. Further details about symptoms can be found on the menopause pages of the Menopause - NHS website. The symptoms can affect general wellbeing, comfort, and performance at work. It is therefore important for all colleagues to be aware of these symptoms so they can appreciate the extent of how some experience the menopause and the impact on work. An environment is encouraged where colleagues can have open conversations and seek support when experiencing menopause.

3.1 Requesting support or adjustments

If you are finding work difficult because of menopausal symptoms, you are encouraged to speak to your line manager as early as possible. You are asked to be as open as you can about any symptoms which are impacting your work and adjustments that you need. This is to ensure that you are provided with the right level of support. In advance of speaking with your manager, consider what adjustments or support you think may benefit you. If you feel for any reason, you are unable to approach your manager, you can speak with another manager in your school/department who you feel comfortable speaking with. Alternatively, you can arrange a referral to OH Health and wellbeing - Staff benefits | Human Resources | Loughborough University or seek support from your trade union.

3.2 Considering support or adjustments

Depending on the situation, your manager may need time to consider or seek advice from HR. They may also refer you to OH to obtain medical advice, which will be shared with them after obtaining your consent. In addition to their discussion with you, this will help your manager understand the most appropriate way to support you.

3.3 Reviewing support or adjustments

Your manager will maintain a confidential record of agreed adjustments. You will also receive a copy for your records. Your manager will review the agreed arrangements periodically with you which may be regularly included in one-to-one meetings. This will allow you and your manager to reassess any issues or concerns which may arise or change over time. It also ensures that the agreed adjustments continue to be effective.

Any health-related information disclosed by you during discussions with your manager, OH and/HR will be treated sensitively and in strictest confidence.

Various types of support or adjustments may be considered and if appropriate, implemented to support you. This may include physical adjustments to your working environment or adjustments to your working pattern. Your menopause experience is unique and therefore there is no set approach to be followed. The possible adjustments noted below are examples only and is not an exhaustive list. Your manager will work with you to identify and implement suitable support or adjustments.

4.1 Working Environment

There are physical adjustments which can be considered and if appropriate, implemented to make your working environment more comfortable. These include reviewing room heating temperatures, lighting and ventilation, the provision of a fan, proximity to a bathroom and cool drinking water. While wearing a uniform is a requirement for some roles, we recognise that some items may exacerbate symptoms. In these circumstances, flexibility and reasonable adjustments will be offered where possible to ensure the uniform can still be worn comfortably. Effort should be made to facilitate short breaks during long meetings or between meetings and to agree protected time to catch up on work. Where possible, a quiet space for a short break should be offered. Where agreed helpful, your manager will carry out a workplace impact assessment to consider any adjustments to your role.

4.2 Working Flexibly

To support you with managing menopausal symptoms, if you feel you would benefit from a temporary adjustment to your working pattern, you should discuss and agree this with your line manager. For those employees whose roles permit, you can consider the options available under the Dynamic Working arrangements Dynamic working principles | Dynamic working | Loughborough University, which could provide an agreed temporary arrangement. Some examples of this may include working from home on different days, changing your start/finish times or taking more frequent breaks. Your line manager will facilitate working arrangements wherever this is possible and will continue to review these with you to ensure that they meet your needs.

A permanent change to your working pattern, hours or location can be requested by you under the Flexible Working Policy. Flexible Working | Human Resources | Loughborough University.

4.3 Occupational Health (OH)

If you feel further practical support and tailored adjustments would help, you can either make a self-referral, or your line manager may make a referral for you to OH.

The OH team will advise on how your symptoms may impact your work and make recommendations on the types of adjustments that may be appropriate. If you self-refer to OH, this does not result in a report for your line manager. A management report may be required if reasonable adjustments to your role are to be considered. Therefore, to implement any work-related adjustments, with your consent, the OH advice will be shared with your line manager. OH may also signpost you to other resources for support and advice. Further details of this service are available on the OH webpage Occupational Health | Loughborough University.

4.4 Employee Assistance Programme (EAP)

Help and support is also available through the Employee Assistance Programme. The service provides confidential and professional support for personal and work-related matters. Employee Assistance Programme | Human Resources | Loughborough University