As a line manager, you are responsible for responding appropriately to employees who raise concerns related to menopause, treating the matter with the same respect and support as any other health or wellbeing issue. Recognise that some employees may feel hesitant or embarrassed to discuss their symptoms, and approach the conversation with empathy and discretion. An employee’s health and wellbeing is a private matter, so confidentiality must always be maintained.
For planned discussions, ensure you provide sufficient time and a private, interruption-free space to facilitate a comfortable and supportive meeting. It may also be useful to do the following:
Before the meeting:
- Familiarise yourself with the Menopause Policy.
- Understand what the menopause is. See also 10 key things an LSE manager should know about menopause and work.
- Understand some of the general support that could be made available. See Examples of work adjustments, Occupational Health, EAP, Staff Counselling’.
- Speak with your HR Partner if you need advice or guidance about having the discussion.
During the meeting:
- Allow the employee to lead the discussion. Give them time to explain and try not to offer your own opinions. If you have questions, ask them in an open and non-judgmental way.
- Explore potential solutions and adjustments with the employee, rather than impose a solution that you think is best. You can offer possible solutions with a view to discussing them. Remember that symptoms and individual circumstances will vary from one employee to another, and adjustments will need tailoring to individual needs.
- Confirm when you will get back to them if you need to seek advice or check the feasibility of any solutions.
After the meeting:
- Ensure that you make arrangement for any agreed support or adjustments.
- Follow up with the employee after a reasonable period, to ensure that any adjustments are working.
- Keep any agreed adjustments under review (e.g. every three to six months) to ensure that they remain effective. You won’t need to do this if permanent changes have been agreed – for example, a reduction in hours.