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Menopause Policy 2023

Menopause Policy and Guidance

For use in All Departments and Divisions
For use by All Staff
Owner Revolution Performing Arts Ltd
Launch date 5 June 2023
Contact Fiona Da Silva-Adams
fi@revolutionpa.co.uk
01793 792983

1. Introduction

Revolution Performing Arts Ltd is committed to providing an inclusive and supportive working environment for everyone who works here.

Menopause is a natural part of every woman’s life, and it isn’t always an easy transition. With the right support, it can be much better. Whilst not every woman suffers with symptoms, supporting those who do will improve their experience at work.

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. This is not just an issue for women; men should be aware too.

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 or ask for the support or adjustments that they may need.

This policy sets out the guidelines for members of staff and managers on providing the right support to manage menopausal symptoms at work. It is not contractual and does not form part of the terms and conditions of employment. However, if the company wishes to amend the Menopause Policy, staff will be consulted on any proposed changes.

2. Aims

The aims of this policy are to:

  • Foster an environment in which colleagues can openly and comfortably instigate conversations or engage in discussions about menopause.
  • Ensure everyone understands what menopause is, can confidently have good conversations and is clear on company policy and practices, supported by our RPA Leadership Team.
  • 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 it and ask for support and any reasonable adjustments so they can continue to be successful in their roles or studies.
  • Reduce absenteeism due to menopausal symptoms.
  • Assure women that we are a responsible employer committed to supporting their needs during menopause.

3. Scope

This policy applies to all staff and managers.

4. Definitions

Menopause

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 12 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

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

Postmenopause is the time after menopause has occurred, starting when a woman has not had a period for 12 consecutive months.

5. 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 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
  • Heavy or light periods
  • Anxiety
  • Loss of confidence
  • Difficulty sleeping

6. Roles and Responsibilities

Members of Staff

All staff are responsible for:

  • Taking personal responsibility for looking after their health.
  • Being open and honest in conversations with managers, HR and Occupational Health.
  • Speaking to HR via Fiona Da Silva-Adams or Menopause Support if they are unable to speak to their line manager or their line manager is not supporting them.
  • Contributing to a respectful and productive working environment.
  • Being willing to help and support their colleagues.
  • Understanding any necessary adjustments their colleagues receive as a result of menopausal symptoms.

Line Managers

See Appendix 1 for Managers’ Guidance.

All line managers should:

  • 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.
  • Use the guidance in Appendices 1 and 2, signposting and reviewing together before agreeing with the individual how best they can be supported and which adjustments are required.
  • Record adjustments agreed and actions to be implemented.
  • Ensure ongoing dialogue and review dates.
  • Ensure that all agreed adjustments are adhered to.

Where adjustments are unsuccessful or symptoms are proving more problematic, the line manager may:

  • Discuss a referral to Occupational Health for further advice.
  • Refer the employee to Occupational Health.
  • Review Occupational Health advice and implement any recommendations where reasonably practical.
  • Update the action plan and continue to review it.

Occupational Health

The role of Occupational Health is to:

  • Carry out a holistic assessment of individuals to determine whether menopause may be contributing to symptoms or wellbeing, providing advice and guidance in line with up-to-date research.
  • Signpost appropriate sources of help and advice. Refer to Appendix 2 for more information.
  • Provide support and advice to HR and line managers in determining and agreeing reasonable adjustments, if required.
  • Monitor referrals due to menopause symptoms and provide additional signposting where required.
  • Attend training sessions and develop briefing sessions for staff.
  • Summarise all cases relating to menopausal symptoms in a quarterly activity report.
  • Review the Menopause Advice Sheet in Appendix 2 and keep it up to date.

Human Resources

Human Resources will:

  • Offer guidance to managers on the interpretation of this policy and guidance.
  • Attend training sessions and develop briefing sessions for staff.
  • Monitor and evaluate the effectiveness of this policy in respect of related absence levels and performance.

Employee Assistance

The Employee Assistance service will:

  • Provide access to face-to-face counselling for all members of staff.
  • Provide online downloadable advice sheets.

7. Links to Other Policies

This policy is linked to all other Revolution Performing Arts Ltd company policies, including our Health and Wellbeing Strategy.

8. Appendices

  • Appendix 1 – Managers’ Guidance for Colleague Discussions
  • Appendix 1a – Confidential Colleague Discussion Template
  • Appendix 2 – Menopause Advice Sheet
  • Appendix 3 – Menopause Symptom Checker
  • Appendix 4 – Genitourinary Symptoms of Menopause Checker

9. External Links and Support

Appendix 1: Managers’ Guidance for Colleague Discussions

Revolution Performing Arts Ltd recognises that every woman is different and it is therefore not feasible to set out a structured set of specific guidelines.

All advice is given and written in accordance with the Faculty of Occupational Medicine recommendations and best practice.

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. If a male employee wishes to speak about a family member, please ensure that you:

  • Allow adequate time to have the conversation.
  • Find an appropriate room to preserve confidentiality.
  • Encourage them to speak openly and honestly.
  • Suggest ways in which they can be supported and provide the Menopause Advice Sheet in Appendix 2.
  • Agree actions and how to implement them. Use the template in Appendix 1a to record the meeting so that all parties agree what has been discussed and the next steps before the meeting ends. Ensure that this record is treated as confidential and stored securely.
  • Agree whether other members of the team should be informed and by whom.
  • Ensure that designated time is allowed for a follow-up meeting. Do not rely on quick queries during chance encounters in the corridor or break room.

Symptoms and Support

Symptoms can manifest both physically and psychologically. Support for women should include consideration of the following measures.

Hot Flushes

  • Provide temperature control for their work area, such as a fan on their desk or moving them near a window or away from a heat source. Where possible, use a USB-connected desk fan to ensure it is environmentally friendly.
  • Provide easy access to drinking water.
  • Allow them to adapt prescribed uniform, such as by removing a jacket.
  • Provide access to a rest room for breaks if their work involves long periods of standing or sitting, or a quiet area if they need to manage a severe hot flush.

Heavy or Light Periods

  • Provide permanent access to washroom facilities.
  • Provide an extra uniform where required.
  • Ensure sanitary products are available in washrooms or at key points in order to provide personal protection.
  • Ensure storage space is available for a change of clothing.

Headaches

  • Provide easy access to fresh drinking water.
  • Offer a quiet space to work.
  • Offer noise-reducing headphones for use in open offices.
  • Allow time out to take medication if needed.

Difficulty Sleeping

  • Consider flexible working, particularly where the employee is suffering from a lack of sleep.

Low Mood

  • Agree time away from others when required without the employee needing to ask for permission.
  • Identify a buddy outside the work area for the colleague to talk to.
  • Identify a space where the colleague can take time out and clear their head.

Loss of Confidence

  • Ensure there are regular Personal Development Discussions.
  • Provide regular protected time with their manager to discuss any issues.
  • Provide agreed protected time to catch up with work.

Poor Concentration

  • Discuss whether there are times of the day when concentration is better or worse and adjust working patterns or practices accordingly.
  • Review task allocation and workload.
  • Provide notebooks for lists, action boards or other memory-assisting equipment.
  • Offer a quiet space to work.
  • Offer noise-reducing headphones for use in open offices.
  • Reduce interruptions.
  • Have agreements in place in an open office indicating that an individual is having protected time and should not be disturbed.
  • Provide agreed protected time to catch up with work.

Anxiety

  • Promote counselling services.
  • Identify a buddy outside the work area for the colleague to talk to.
  • Allow time away from work to undertake relaxation techniques.
  • Encourage mindfulness activities such as breathing exercises or going for a walk.

Panic Attacks

  • Agree time away from others when required without the employee needing to ask for permission.
  • Identify a buddy outside the work area.
  • Allow time away from work to undertake relaxation techniques.
  • Encourage mindfulness activities such as breathing exercises or going for a walk.

Discuss whether the member of staff has visited their GP. Depending on the discussion, this may be the next suggested step, particularly if the areas of difficulty are sleeping, panic attacks or anxiety.

If they have visited their GP and are being supported by them, it may be helpful to make an Occupational Health referral to obtain specific advice regarding the workplace.

Appendix 1a: Confidential Colleague Discussion Template

Member of Staff’s Details

Name:

Job title:

Department or division:

Location:

Present at the meeting, including the line manager’s name and position:

Date of discussion:

Summary of Discussion

 

Agreed Actions or Adjustments

 

Date of next review meeting:

Signed by member of staff:

Signed by manager:

Appendix 2: Menopause Advice Sheet

How to Talk to Your GP About Menopause

If you are suffering from menopausal symptoms to the point that they are getting in the way of you enjoying life, it is time to talk to your doctor. Sometimes, however, that is easier said than done.

We all know how difficult it can be to get an appointment, and appointments are often only 10 minutes long. Talking about symptoms can be hard, particularly if you feel rushed or unprepared. We have therefore put together some helpful, straightforward tips to help you get the best from your appointment.

Don’t Wait

It is all too common for women to feel they must simply put up with menopausal symptoms as a part of life. However, if they are affecting you, there are things you can do and support is available. There is no need to wait until symptoms feel unbearable.

Read the NICE Guidelines

NICE stands for the National Institute for Health and Care Excellence. These guidelines are what your doctor will use to determine the type of conversations to have with you and the treatments to offer.

There are guidelines for patients which are useful to read before you see your GP so you know what to expect.

Prepare for Your Appointment

It is easier for your doctor to understand what is happening if you provide them with all the relevant information.

Blood tests to determine where you are in the menopause transition are not always available or accurate because your hormones can fluctuate daily during this time. Your doctor will therefore consider what to recommend based on your symptoms.

Keep a list of your symptoms, menstrual cycle, hot flushes, how you are feeling and any changes you have noticed. Write them down and take them to your appointment.

If you have any preferences about how you manage your symptoms, tell your doctor. For example, explain whether you would or would not like to try hormone replacement therapy.

Ask Which Doctor Is Best to Speak To

Ask the receptionist which doctor is best to talk to about menopause. They can help you find the most appropriate person, who might not be your usual GP but someone who has undertaken special training in the subject.

Ask for a Longer Appointment

If you do not think your standard appointment will be long enough, try to book a double appointment, as some surgeries offer this.

Don’t Be Afraid to Ask for a Second Opinion

If you do not feel you have received the help you need, ask to speak to someone else. Do not be put off. You know how you are feeling and how it is affecting you.

Ask About Menopause Clinics

Ask whether there is a menopause clinic in your area. There are occasionally regional clinics specifically devoted to menopause. If there is one in your area and you think it would be helpful, ask for a referral.

Take Your Partner or a Friend

The chances are that you spend your life supporting others and, during menopause, it is your turn to ask them for support.

Your partner or a friend will know how the symptoms are affecting you. They could support you during the appointment and find out how they can continue supporting you.

What to Expect from Your Doctor

There are certain things a GP should and should not do during your appointment.

They Should:

  • Talk to you about your lifestyle and how to manage both your symptoms and your longer-term health.
  • Offer advice on hormone replacement therapy and other non-medical options.
  • Talk to you about the safety and effectiveness of any treatment.

They Should Not:

  • Tell you that it is just that time of your life. Menopause is a natural stage, but that does not mean you should have to put up with every symptom without help.
  • Tell you that they do not prescribe HRT. It is up to you what you want to try and for them to advise whether it could be right for you, depending on your medical history.
  • Impose unnecessary time restrictions, such as saying they will only prescribe a treatment once or for a year or two. This is an ongoing conversation, and if your symptoms persist, you will still need help managing them.

Remember, your GP is there to help and support you. You should feel comfortable and confident talking to them about your symptoms and any help you need. You do not have to struggle through menopause when help and support are available.

Appendix 3: Menopause Symptom Checker

As stated in NICE menopause guidance, blood hormone tests are not indicated to diagnose menopause in a woman over 45 years of age who is experiencing menopause symptoms.

Symptom Yes No Details
Anxiety      
Low mood      
Mood swings      
Irritability      
Tearful      
Lack of motivation      
Loss of joy      
Reduced confidence      
Brain fog      
Poor memory      
Poor concentration      
Difficulty sleeping      
Fatigue      
Headaches or migraines      
Heart palpitations      
Hot flushes      
Night sweats      
Joint or muscle pain      
Changes to periods      
Vaginal symptoms      
Urinary symptoms      
Loss of libido      
Dry or itchy skin      
Dry eyes, ears or nails      
Oral health changes      
Thinning or drying hair      
Weight gain      
Feeling dizzy or faint      
Tinnitus      
Restless legs      
Increased allergies      
Digestive issues      

www.menopausesupport.co.uk

Appendix 4: Genitourinary Symptoms of Menopause Checker

As stated in NICE menopause guidance, blood hormone tests are not indicated to diagnose menopause in a woman over 45 years of age who is experiencing menopause symptoms.

NICE states that vaginal oestrogen should be offered to women with urogenital atrophy, including those on systemic HRT, and treatment should continue for as long as needed to relieve symptoms.

Vaginal oestrogen should be considered for women with urogenital atrophy for whom systemic HRT is contraindicated, after seeking advice from a healthcare professional with expertise in menopause.

If vaginal oestrogen does not relieve symptoms of urogenital atrophy, consider increasing the dose after seeking advice from a healthcare professional with expertise in menopause.

NICE advises that doctors should explain to women with urogenital atrophy that:

  • Symptoms often return when treatment is stopped.
  • Adverse effects from vaginal oestrogen are very rare.
  • They should report unscheduled vaginal bleeding to their GP.

Please always see your GP for examination and advice before using any over-the-counter treatments.

Symptom Yes No Details
Vaginal or vulval dryness      
Vaginal or vulval soreness      
Vaginal or vulval irritation      
Vaginal or vulval pain      
Vaginal or vulval burning      
Skin thinning or splitting      
Labia shrinking      
Clitoral shrinking or pain      
Watery discharge      
Painful episiotomy scar      
Abnormal vaginal bleeding      
Painful intercourse      
Bleeding after intercourse      
Repeated urinary infections      
Urge urinary incontinence      
Stress incontinence      
Pelvic organ prolapse      
Painful smear test      

www.menopausesupport.co.uk