In the first instance, you should approach your line manager. (You can choose to speak to your HR Business Partner prior to informing your line manager, but where possible, the line manager should be approached first).

You can use the Personal Menopause Assessment template which may help you to frame your conversation before approaching their line manager about adjustments to working conditions but does not have to be shared.

Together you can agree on some reasonable adjustments which can support you at work.

Reasonable adjustments could involve any of the following:

• A fan;
• Fitting blinds to windows;
• Where uniforms are compulsory, providing additional spare uniforms, or uniforms in different sizes;
• Consideration of adjustments to, or purchase of additional PPE or in different sizes.

This may also include the facilitation of flexible working, wherever possible. Requests for flexible working could include asking for:

• a change to the pattern of hours worked;
• permission to perform work from home;
• adjustments to workload;
• a reduction in working hours; or
• more frequent breaks.

Any information discussed by staff will be treated as confidential and should not be disclosed without the consent of the member of staff.  All   Confidential Colleague Discussion forms, and any other documentation will be treated as confidential and processed in line with GDPR guidelines and the University’s Data Protection Policy.

Find a private space to discuss what your member of staff is experiencing.

Although the University expects line managers to take a positive and supportive approach towards discussions about menopause, we know that individual members of staff who are affected may still feel uncomfortable talking directly to their manager.

You can signpost them to available support and guidance on the Menopause webpages including Menopause awareness sessions, online support and self-help measures.

Together try to agree on some reasonable adjustments that would suit their particular circumstances. If their symptoms are severe, you may wish to speak to your HR Business Partner who can facilitate an appointment with Occupational Health.

Consider offering a short-term flexible arrangement first in line with the University’s Agile working arrangements, and consider if there are anything which can be put in place to help support the employee at work.

If this is not satisfactory, permanent flexible working arrangements can be considered in line with the provision of the Flexible Working Policy.

A trans man is someone who identifies and lives as a man but was likely assigned female at birth. Trans men may experience menopausal symptoms if their ovaries remain in place.

They may experience surgical menopause if the ovaries and uterus are removed.

A trans women is someone who identifies as a woman but was likely assigned male gender at birth. They may experience pseudo-menopausal symptoms if their hormone therapy treatment is interrupted or levels are unstable.

Non-binary people’s gender identity does not sit comfortably with the binary of ‘man’ or ‘woman’.

Some non-binary people may identify with some aspects of binary identities (e.g. they may feel they embody some elements of masculinity or femininity or both), while others reject them entirely.

Some non-binary people may also experience menopausal symptoms.

The Menopause Policy and Guidance is aimed to support all staff working for the University who may experience menopause-type symptoms, regardless of their perceived gender.

If you feel you need more information, please contact the Diversity and Inclusion Unit.