The menopause

In March 2011, the TUC published guidance highlighting the needs of menopausal women at work, including a new guide Supporting women through the menopause. The TUC guide recommends:

• ensuring line managers have been trained to understand how the menopause can affect work and what adjustments may be necessary to support women experiencing the menopause;

• promoting awareness of the menopause as part of a wider occupational health awareness campaign, reassuring staff that the employer has a positive attitude and that women should not feel embarrassed, and ensuring guidance is freely available at work;

• employers recognising that many women are reluctant to approach a male line manager for support, by offering alternatives such as a female HR worker or access to an employee assistance programme if available;

• making sure sickness absence procedures do not penalise workers who need to take time off because of menopause-related sickness;

• making sure working arrangements are sufficiently flexible, remembering menopausal women may need more frequent breaks; and

• risk assessments should consider the needs of menopausal women, including issues like temperature and ventilation with easily adjustable temperature and humidity controls, toilet facilities, access to cold drinking water, and supply of uniform.