As a line manager, you play an important role in ensuring that anyone experiencing menopause symptoms receives the same level of support and understanding as they would for any other health issue.
LSE has a Menopause Policy, which you should take time to review. You are also encouraged to attend management training on the menopause to help you better understand the impact and provide appropriate support.
To help you get started, we have outlined 10 key things that LSE managers should know about menopause and work.
1. Menopause transition is a natural process which is caused by a change in hormones. It can last several years and result in a number of symptoms, both physical and mental, which can affect the daily lives of individuals and impact them at work.
2. Menopause symptoms will vary between individuals, both in nature and severity. Due to this, appropriate support and solutions should be managed on a case-by-case basis, and you should avoid making assumptions about the type of support that an individual might need.
3. Having a private and sensitive discussion about individual needs, and providing appropriate support, is crucial in your response to staff who raise concerns about their menopause symptoms at work. You can refer to LSE’s practical guidance for having conversations with staff about the menopause, along with examples of possible work adjustments to help with the effective management of menopause symptoms.
4. Menopause symptoms don’t just affect women. Transgender, intersex and non-binary staff may also experience menopause symptoms. These staff should also be offered appropriate support and afforded the same privacy and confidentiality.
5. Not all staff will feel comfortable in discussing their experience of the menopause and some will be reluctant to do so. It is important that you provide your staff with opportunities to raise issues or concerns with you. Regular 1-to-1 meetings provide the perfect opportunity to check in on their wellbeing and offer support as needed. Discussions regarding the menopause and individual needs should normally be employee-led.
6. Although menopause is not classed as a protected characteristic, failing to respond appropriately to an employee’s needs or placing them at a disadvantage could breach the law under the Equality Act 2010 and the Health and Safety at Work Act 1974. The Equality Act protects against discrimination related to age, sex, gender reassignment and disability. If menopause symptoms have a substantial and long-term impact on physical or mental health, they may amount to a disability requiring reasonable adjustments. Employers also have a duty to safeguard employees’ health, safety and welfare at work and so you should take care to respond appropriately when asked for support. Inappropriate comments, jokes or “banter” about the menopause may constitute harassment or discrimination on the grounds of sex, age, or gender reassignment. Bearing this in mind, you should support an inclusive team culture, address any incidents of unacceptable behaviour, and seek HR support where needed.
7. Sickness absence which is menopause-related can be recorded as such in MyHR by entering a note in the comments section. If you are made aware that sickness absence in menopause-related, you should consider this separately when reviewing sickness absence levels and when considering support for the employee. You can seek further advice on these matters from your HR Partner.
8. Menopause symptoms can change over time. It is advisable to regularly review and/or adjust the support that is in place for an employee.
9. Confidentiality about an employee’s health, including their menopause symptoms, should be always maintained. You should not disclose any information to other colleagues without the staff member’s permission. This does not stop you from seeking advice from an HR Partner to effectively support the employee.
10. Menopause symptoms can negatively affect an employee’s wellbeing, confidence, and performance at work. As a manager, it is important to respond to any concerns with sensitivity and support. This may include asking open, non-judgemental questions to understand any challenges the employee is experiencing, setting clear and realistic objectives along with practical steps to achieve them, agreeing on appropriate support measures, and offering regular, constructive feedback.
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