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Roselyn House School and The RHISE Service 

 

Menopause policy 

 

 
This policy has been taken from a model policy provided by NASUWT with additional advice from NEU and NAHT. It has been adapted for the purpose of use at Roselyn House School and The RHISE Service. The employer is KS Education Limited of which the Headteacher, Miss S. Damerall and Deputy Headteacher, Miss K Willacy are the Directors.  

 

This policy is written as a guide for staff in consultation with the staff group and has been agreed. It will be reviewed annually taking into consideration Union and DfE guidance. 

 
It should be noted that people from the non-binary, transgender and intersex 
communities may also experience menopausal symptoms. Due to a variety of 
factors, the experience of the menopause may be different for those among 
these communities. Although the policy refers to women, please consider that 
‘people who menstruate’ also require consideration. 

 
Experiences and perceptions of the menopause may also differ in relation to 
disability, age, race, religion, sexual orientation or marital/civil partnership 
status. It is important to recognise that for many reasons, people’s individual 
experiences of the menopause may differ greatly. 

 
The menopause can also affect partners and families too. 

 
Policy statement 

 
KS Education Limited is committed to providing an inclusive and supportive working 
environment for all its workers and recognises that women may need 
additional consideration, support and adjustments before (perimenopause), 
during and after the menopause. 

 
This policy sets out the guidelines for employees on providing the right 
support to manage menopausal symptoms at work. 

 
It is estimated that between 75% and 80% of menopausal women are in work 
in the UK. It is therefore imperative that workplaces have a workable, 
informative and robust policy in place that is fully consistent with UK 
legislation. 

 
The menopause is a natural part of every woman’s life, and marks of the end 
of her reproductive cycle. For many reasons, it may not be an easy time in a 
woman’s life and so it is imperative that workers who require additional 
support during this time are treated with understanding, dignity and respect. 

 
The policy acknowledges that there is no ‘one-size-fits-all’ solution to the 
menopause and so it is intended as a support guide for all workers. All 
stakeholders agree to work proactively to make adjustments where necessary 
to support women experiencing the menopause and to ensure the workplace 
does not make their symptoms worse. 

 
Exclusionary or discriminatory practices will not be tolerated. 

 

Legislative compliance 

 
This policy is fully compliant with the following legislation  

 

England, Scotland and Wales 

  • Health and Safety at Work Act, 1974; 

  • The Workplace (Health, Safety and Welfare) Regulations 1992; 

  • The Management of Health and Safety at Work Regulations 1999, GB 
    Regulations 4; 

  • Public Sector Equality Duty (PSED) introduced by the Equality Act 
    2010 (Eng, Scotland and Wales); 

  • Equality Act 2010. 

 

Aims 

 
The aim of this policy is: 

 

  • to educate and inform managers about the potential symptoms of the 
    menopause, and how they can support women at work; 

  • to understand the menopause and related issues, and how they can 
    affect staff; 

  • to raise a wider awareness and understanding among the workforce; 

  • to outline support and reasonable adjustments that are available; 

  • to create an environment where women feel confident enough to raise 
    issues about their symptoms and ask for reasonable adjustments and 
    additional support at work. 

 

Definitions 

 
Perimenopause 
The perimenopause is the period in a woman’s life when she starts to 
experience hormonal fluctuations and changes to her periods. The average 
time for a woman to be perimenopausal is between four to five years. During 
this time, periods may become increasingly heavy and irregular, meaning it is 
vitally important for a woman experiencing symptoms to be close to toilets and shower facilities. For some women, the symptoms during this time can be 
worse than the actual menopause. 

 
Menopause 
A woman is described as being menopausal when they have gone 12 months 
without a period and when her ovaries are no longer responsive. The average 
age for a woman to reach the menopause in the UK is 51. American evidence 
suggests that this is different for Asian and black women. An Asian woman 
may start her menopause later and a black woman slightly earlier. To date, 
there is no UK evidence on this issue. 

 
Post-menopausal 
This is the time after menopause has occurred, starting when a woman has 
not had a period for 12 consecutive months. The average time for women 
experiencing symptoms of the menopause is five years, but many women 
experience symptoms for up to ten years and 3% of women will experience 
symptoms for the rest of their lives.  Post-menopausal women have an increased risk of heart disease, diabetes and osteoporosis and managers should be aware of this. 

 
Symptoms of the menopause 

 
Symptoms may include: 

 
Vasomotor Symptoms 
*Hot flushes and Night Sweats 
*Psychological effects of hormone changes 
*Low mood/mood swings 
*Poor memory and concentration 
*Insomnia 
*Loss of libido 
*Anxiety/panic attacks 

 
Physical Symptoms 
*Headaches 
*Fatigue 
*Joint aches and pains 
*Palpitations 
*Formication (creeping skin) 
*Insomnia 

 
Sexual Symptoms 
*Reduced sex drive 
*Painful sex/*vaginal dryness 
*Urinary tract infections 

*Vaginal irritation 
Consequences of oestrogen deficiency 
*Obesity, diabetes 
*Heart disease 
*Osteoporosis/chronic arthritis 
*Dementia and cognitive decline 
*Cancer 
N.B. This is not an exhaustive list. 

 
Workplace support 

 
This policy recognises that there are many workplace factors which can make 
working life more difficult for women experiencing the menopause and which 
may make symptoms worse. School and college leaders should take into 
consideration the concerns listed in Appendix 1. 

 
Appendix 2 will help with the planning of specific adjustments during the 
meeting. The adjustments should be shared with the employee before the 
meeting. 

 
Line Managers 

 
It is recognised that the menopause is a very personal experience and 
different adjustments and levels of support may be needed for different 
individuals. Line managers should seek to provide appropriate support and 
adjustments when needed to help women deal with issues arising from the 
menopause. ‘Management advice’ is provided as Appendix 1 to this policy. 

 
Employees 

 
It is recognised that employees have a responsibility for their health, safety 
and welfare but that workplace demands can complicate this. Employees can 
expect such things as: 

 

  • access to toilets; 

  • access to drinking water; 

  • access to natural light; 

  • risk assessments, carried out by a ‘competent’ person; and 

  • regulated temperatures. 

 

The above are ‘standard’ requirements. 

 
 

Additional help and support 

 
NASUWT 
www.nasuwt.org.uk 

 
TUC 
www.tuc.org.uk 

 
Menopause matters 

 
www.menopausematters.co.uk 

 
The British Menopause Society 

 
www.thebms.org.uk 

 
NHS menopause pages 

 
www.nhs.uk/conditions/menopause/symptoms 

 

 

 

S.Damerall 

June 2023 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Appendix 1 

Management guidance for informal discussions 

 
Managers should familiarise themselves with the menopause before 
conducting a meeting with a member of staff to discuss their situation. 

 
The menopause is a natural part of ageing which usually occurs between 45 
and 55 years of age. It occurs as a direct result of a woman’s oestrogen levels 
declining. In the UK, the average age for a woman to reach menopause is 51. 

 
A woman is officially described as post-menopausal when her ovaries are no 
longer working and when she has not had a period for 12 months. 

 
The perimenopause is the period of hormonal change leading up to the 
menopause. This is the time when many women start to experience 
symptoms. The perimenopause can often last for four to five years, although 
for some women it may continue for many more years, or for others last just a 
few months. In general, periods usually start to become less frequent over this 
time. Sometimes menstrual cycles become shorter, periods may become 
heavier or lighter, or women may notice that the odd period is missed until 
eventually they stop altogether. Some women report that during the 
perimenopause, they experience worse symptoms than the menopause. 

 
Some women experience sudden menopause after surgery, chemotherapy or 
radiotherapy. 

 
It is estimated that around one in every 100 women will experience a 
premature menopause (before the age of 40). 

 
The menopause affects every woman differently and so there is no ‘one-size- 
fits-all’ solution to it. 

 
Some women experience few symptoms while others experience such severe 
symptoms that it impacts negatively on both their home and working lives. 

 
Signs and symptoms of the menopause 

 
The following is merely a guide to some of the signs and symptoms women 
may experience as part of the menopause. Some women may suffer with 
conditions that are exacerbated by the menopause, such as osteoarthritis and 
migraine. 

 
 

  

Signs and symptoms may include: 
Vasomotor symptoms 

 
*Hot flushes and night sweats 

Psychological effects of hormone changes 
*Low mood/mood swings 
*Poor memory and concentration 
*Insomnia 
*Loss of libido 
*Anxiety/panic attacks 

 
Physical Symptoms 
*Headaches 
*Fatigue 
*Joint aches and pains 
*Palpitations 
*Formication (creeping skin) 
*Insomnia 
Sexual Symptoms 
*Reduced sex drive 
*Painful sex/*vaginal dryness 
*Urinary tract infections 
*Vaginal irritation 
Consequences of oestrogen deficiency 
*Obesity, diabetes 
*Heart disease 
*Osteoporosis/chronic arthritis 
*Dementia and cognitive decline 
*Cancer 
N.B. This is not an exhaustive list. 

 
Many women may also find that their symptoms are connected. For example, 
sleep disturbance, which is really common during the menopause, may lead 
to a whole plethora of other serious conditions. 

 
The length of time that women experience symptoms of the menopause can 
vary between women. Again, there is no one answer for all. 

 
Symptoms can begin months or years before a woman’s periods stop. 
The perimenopause is usually expected to last around four or five years, but it 
can be much shorter or longer. During this time, many women begin to 
experience painful, intermittent and heavy periods. As a teacher, it is therefore 
important to raise this issue with management if adjustments need to be put in 
place, such as having access to a toilet and shower facilities. 

 
According to the NHS, on average, a woman continues to experience 
symptoms for around four years after their last period, but around 10% of 
women continue to experience symptoms for up to 12 years after their last 
period and 3% will suffer for the rest of their lives. With teachers remaining in the classroom well into their sixties, it is imperative that caseworkers are 
aware of this and are not afraid to raise it as an issue with women members 
seeking help and support for other, seemingly unrelated, concerns. 

 
It is also important to recognise that beyond the menopause, post-menopausal women can be at increased risk of certain conditions due to a decrease in hormones. These include osteoporosis and heart disease. 

 
The British Menopause Society (2016) estimated that 50% of women aged 
between 45-65 who had experienced the menopause in the previous ten 
years had NOT consulted a healthcare professional about their menopausal 
symptoms. 

 
This was despite: 

  • 42% of women feeling that their symptoms were worse or much worse 
    than they expected; 

  • 50% of women believed the menopause had impacted on their home 
    life; and 

  • More than a third believed the menopause had impacted on their work 
    life. 

 

Many workplace factors can make working life more difficult for women 
experiencing the menopause, which may make symptoms worse. School and 
college leaders should take into consideration the concerns listed below. 

 
These can include: 

  • lack of suitable gender sensitive risk assessments; 

  • lack of awareness of the menopause; 

  • lack of management training on women’s health issues; 

  • poor ventilation and air quality; 

  • inadequate access to drinking water; 

  • inadequate or non-existent; 

  • toilet/washing facilities; 

  • lack of control of temperature/ light; 

  • lack of appropriate uniforms or personal protective equipment (PPE in 
    science department); 

  • inflexible working time rules/break times; 

  • inflexible policies which penalise women because of their symptoms; 

  • negative attitudes; 

  • excessive workloads; 

  • workplace stress; 

  • unsympathetic line management/colleagues; and 

  • bullying and harassment. 

 

 

Line managers 

 
It is recognised that the menopause is a very personal experience and 
different adjustments and levels of support may be needed for different 
individuals. Line managers should seek to provide appropriate support and 
adjustments when needed to help women deal with issues arising from the 
menopause. 

 
Should an employee request a meeting to discuss concerns of the 
menopause, it is recommended that line managers adhere to the following: 

  • Arrange a meeting at a convenient time for both parties; 

  • Allow the employee to be accompanied if they want it. This can be a 
    trade union representative or a colleague; 

  • Choose a venue that provides privacy and is unlikely to be disturbed; 

  • Allow adequate time to talk; 

  • Encourage the employee to be open and honest. It is difficult to help 
    when you haven’t got the full picture; 

  • If the employee wishes to speak to another manager, this should be 
    allowed; 

  • Keep a note of all discussions and agree outcomes and next steps (the 
    ‘Confidential Discussion Record – Menopause’ should be used to 
    facilitate this); 

  • Agree a follow-up meeting to review the situation. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Confidential Discussion Record – Menopause 

 

 

 

 

Date: 

 

 

 

Present: 

 
 

Staff Details 

 

Name 

Job Title 

Location 

 

 

 

 

 

 

 

Summary of discussions: 

 

 

 

 

 

 

 

 
Agreed action points/reasonable adjustments: 

 

 

 

 

 

 

 

 
Agreed date of review meeting: 

 

 
Signed (staff).................................. 

 

 
Signed (manager)............................ 
 

 

Appendix 2- workplace issues/ suggested adjustments 

 

Symptom 

Examples of workplace factors which could worsen or interact with symptoms 

Suggested adjustments  

Daytime 
sweats, hot 
flushes, 
palpitations 
 

Lack of access to rest breaks 
or suitable break areas. Hot 
flushes and facial redness 
may cause women to feel 
self-conscious, or the 
sensation may affect 
concentration or train of 
thought. 
 

Be flexible about 
additional breaks. Allow 
time out and access to 
fresh air. 
Ensure a quiet area/room 
is available. 
Ensure cover is available 
so 
workers can leave their 
posts if needed. 

Night time 
sweats and hot 
flushes. 
Insomnia or 
sleep 
disturbance 
 

Rigid start/finish times and 
lack of flexible working 
options 
may increase fatigue at work 
due to lack of sleep. 

Consider temporary 
adjustment of hours to 
accommodate any 
difficulties. 
Allow flexible working. 
Provide the option of 
alternative tasks/duties. 
Make allowance for 
potential 
additional need for 
sickness 
absence. 
Reassure workers that 
they 
will not be penalised or 
suffer 
detriment if they require 
adjustments to workload 
or 
performance 
management 
targets. 
 

Urinary 
problems; for 
example, 
increased 
frequency, 
urgency, 
and increased 
risk of urinary 
infections 
 

Lack of access to adequate 
toilet facilities may increase 
the risk of infection and 
cause 
distress, embarrassment and an increase in stress levels. 
Staff member may need to 
access toilet facilities more 
frequently, may need to drink more fluids and may feel unwell. 
 

 

Ensure easy access to 
toilet and washroom 
facilities. 
Allow for more frequent 
breaks 
during work to go to the 
toilet. 

Ensure easy access to 
supply of cold drinking 
water. 
Take account of 
peripatetic 
workers schedules and 
allow 
them to access facilities 
during 
their working day. 
Make allowances for 
potential 
additional need for 
sickness absence. 

Irregular and/or 
heavy periods 
 

Lack of access to adequate 
toilet facilities may increase 
the risk of infection and 
cause 
distress, embarrassment and 
an increase in stress levels. 
Staff 
member may need to access 
toilet and washroom facilities 
more frequently. 
 

Ensure easy access to 
well maintained toilet and 
washroom or shower 
facilities. 
Allow for more frequent 
breaks 
in work to go to the toilet/ 
washroom. 
Ensure sanitary products 
readily available. 
Take account of 
peripatetic 
workers schedules and 
allow 
them to access facilities 
during 
their working day. 
Ensure cover is available 
so staff can leave their 
posts if needed. 

Skin irritation, 
dryness or 
itching 
 

Unsuitable workplace 
temperatures 
and humidity may increase 
skin 
irritation, dryness and 
itching. 
There may be discomfort, an 
increased risk of infection 
and a 
reduction in the barrier 
function of skin. 

Ensure comfortable 
working 
temperatures and 
humidity. 
Ensure easy access to 
well maintained toilet and 
washroom or shower 
facilities. 
 

Muscular 
aches and 
bone and joint pain 
 

Lifting and moving, as well 
as work involving repetitive 
movements 
Make any necessary 
adjustments through 
review 

joint pains or adopting static postures, 
may 
be more uncomfortable and 
there may be an increased 
risk 
of injury. 
 

Make any necessary adjustments through review of risk assessments and 
work 
schedules/tasks and 
keep under review. 
Consider providing 
alternative 
lower-risk tasks. 
Follow Health and Safety 
Executive (HSE) 
guidance and 
advice on manual 
handling and preventing 
MSDs (musculoskeletal 
disorders). 

Headaches 

Headaches may be triggered 
or 
worsened by many 
workplace 
factors such as artificial 
lighting, 
poor air quality, exposure 
to chemicals, screen work, 
workplace stress, poor 
posture/ 
unsuitable workstations, 
unsuitable uniforms or 
workplace temperatures. 
 

Ensure comfortable 
working 
temperatures, humidity 
and 
good air quality. 
Ensure access to natural 
light 
and ability to adjust 
artificial 
light. 
Allow additional rest 
breaks. 
Ensure a quiet area/room 
is 
available. 
Carry out Display Screen 
Equipment (DSE) and 
stress risk assessments. 

Dry Eyes 

Unsuitable workplace 
temperatures/humidity, poor 
air quality and excessive 
screen 
work may increase dryness 
in the eyes, discomfort, eye 
strain and increase the risk 
of infection. 

Ensure comfortable 
working 
temperatures, humidity 
and 
good air quality. 
Allow additional breaks 
from 
screen based work. 
Carry out DSE risk 
assessments. 
 

Psychological 
symptoms, for 
example: 

  • Depression 

  • Anxiety 

  • Panic Attacks 
     

Excessive workloads, 
unsupportive management 
and colleagues, perceived 
stigma around the menopause, bullying and harassment and any form of work-related stress may exacerbate symptoms. 
Stress can have wide- 
ranging negative effects on mental and physical health and wellbeing. 
Performance and workplace relationships may be affected. 
 
 

Ensure that workers will 
not be 
penalised or suffer 
detriment 
if they require 
adjustments to 
workload, tasks or 
performance 
management targets. 
Ensure that managers 
understand the 
menopause 
and are prepared to 
discuss any concerns 
that staff may have in a 
supportive manner. 
Ensure managers have a 
positive attitude and 
understand that they 
should offer adjustments 
to workload and tasks if 
needed. 
Allow flexible/home working. 
Make allowance for potential additional need for sickness absence. 
Ensure that staff are 
trained in mental health awareness. 
Raise general awareness 
of issues around the 
menopause so colleagues are more likely to be supportive. 
Provide opportunities to 
network with colleagues 
experiencing similar issues (menopause action and support group). 
Ensure a quiet area/room 
is available. 
Provide access to 
counselling 

services. 

Psychological 
symptoms: 

  • Memory 
    problems 

  • Difficulty 
    concentrating 
     

Certain tasks may become 
more difficult to carry out 
temporarily; for example, learning new skills 
(may be compounded by 
lack of sleep and fatigue), 
performance may be affected and work-related 
stress may exacerbate these symptoms. Loss of 
confidence may result. 
 

Carry out a stress risk 
assessment and address 
work-related stress 
through 
implementation of the 
HSE’s management standards. 
Reassure workers that 
they will not be penalised or suffer detriment if they require adjustments to workload or performance 
management targets. 
Ensure that managers 
understand the menopause 
and are prepared to 
discuss any concerns 
that staff may have in a 
supportive manner. 
Ensure managers have a 
positive attitude and 
understand that they 
should offer adjustments 
to workload and tasks if 
needed. 
Reduce demands if workload identified as an issue. 
Provide additional time to 
complete tasks if needed, or consider substituting with alternative tasks. 
Allow flexible/home 
working. 
Offer and facilitate 
alternative methods of 
communicating 

tasks and planning of 
work to assist memory. 
Ensure a quiet area/room 
is available. 
Provide access to 
counselling services. 

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