Introduction
PCI Pal is committed to providing an inclusive and supportive working environment for everyone. Menopause is a natural part of every woman’s life but it isn’t always an easy transition. Whilst every woman does not suffer with symptoms, supporting those who do will improve their experience both at work and at home.
The changing age of the UK’s workforce means that between 75% and 80% of menopausal women are in work. Research shows that the majority of women are unwilling to discuss menopause-related health problems with their line manager, nor ask for the support or adjustments that they may need.
Menopause should not be taboo or ‘hidden’, we want everyone to understand what menopause is, and to be able to talk about it openly, without embarrassment. Everyone should be aware of what menopause is, and how to support those that are going through it.
This policy sets out the guidelines for members of staff and managers on providing the right support to manage menopausal symptoms at work. This is not contractual, and does not form part of the terms and conditions of employment.
The aims of this policy are to:
· Promote an environment in which colleagues can openly and comfortably instigate conversations, or engage in discussions about menopause.
· Ensure everyone understands what menopause is, and can confidently have good conversations
· Educate and inform managers about the potential symptoms of menopause, and how they can support women at work.
· Ensure that women suffering with menopause symptoms feel confident to discuss them, and ask for support and any reasonable adjustments so they can continue to be successful in their roles or studies.
· Assure women that we are a responsible employer, committed to supporting their needs during menopause.
Definitions
Menopause is defined as a biological stage in a woman's life that occurs when she stops menstruating, and reaches the end of her natural reproductive life. Usually, it is defined as having occurred when a woman has not had a period for twelve consecutive months (for women reaching menopause naturally). The average age for a woman to reach menopause is 51, however, it can be earlier or later than this due to surgery, illness or other reasons.
Perimenopause is the time leading up to menopause when a woman may experience changes, such as irregular periods or other menopausal symptoms. This can be years before menopause.
Postmenopause is the time after menopause has occurred, starting when a woman has not had a period for twelve consecutive months. Symptoms can continue for many years in this phase.
Symptoms of Menopause
It is important to note that not every woman will notice every symptom, or even need help or support. However, 75% of women do experience some symptoms, and 25% could be classed as severe. Symptoms can manifest both physically and psychologically including, but not exclusively, hot flushes, poor concentration, headaches, panic attacks, anxiety, difficulty sleeping and loss of confidence.
Roles and Responsibilities
All staff:
· Taking a personal responsibility to look after their health;
· Being open and honest in conversations with managers/People Team;
· If a member of staff is unable to speak to their line manager, or if their line manager is not supporting them, they can speak to the People Team;
· Being willing to help and support their colleagues;
· Understanding any necessary adjustments their colleagues are receiving as a result of their menopausal symptoms.
Line Managers:
· Familiarise themselves with the Menopause Policy and Guidance;
· Be ready and willing to have open discussions about menopause, appreciating the personal nature of the conversation, and treating the discussion sensitively and professionally;
· Record adjustments agreed, and actions to be implemented;
· Ensure ongoing dialogue and review dates;
· Ensure that all agreed adjustments are adhered to.
People Team:
· Offer guidance to managers on the interpretation of this Policy and Guidance;
· Attend any awareness sessions, and contribute when required;
· Monitor and evaluate the effectiveness of this policy in respect of related absence levels and performance, and engage with the People team to ensure appropriate support is provided.
Communication and support
PCI Pal recognise that every woman is different, and it is, therefore, not feasible to set out a structured set of specific guidelines.
If an employee wishes to speak about their symptoms, or just to talk about how they are feeling (they may not recognise themselves that they are symptomatic), or if a male employee wishes to speak about a family member, please ensure that you:
· Allow adequate time to have the conversation;
· If in the office, find an appropriate room to preserve confidentiality;
· Encourage them to speak openly and honestly;
· Suggest ways in which they can be supported (ask for guidance if needed);
· Agree actions, and how to implement them (ensure that this record is treated as confidential, and is stored securely).
· Ensure that designated time is allowed for a follow up meeting. Do not rely on quick queries during chance encounters.
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Ask the People team for support
