Menopause

Contents

1. Aim
2. Scope
3. Our commitment to you
4. General
5. Symptoms
6. Providing Support
7. Sickness Absence
8. Related Guidelines
9. Further Advice and Support
10. Code of Ethics

 

1. Aim

1.1 At Humberside we recognise the importance of managing the impacts of menopause that may be experienced by employees. For the individual experiencing symptoms, it can be a difficult and stressful time as well as a very sensitive and personal matter.

1.2 This policy aims to :-

• Provide direction and clarity on how managers and supervisors can support their team with any health and wellbeing concerns that may arise as a result of the menopause.
• Provide guidance on how this matter needs particularly careful handling by Line Managers.
• Create an environment where individuals feel confident to raise issues about their symptoms and to ask for support and suitable adjustments at work.

1.3 The Force, Line Managers and the individuals themselves should be aware of the impact menopause transition may have on the wellbeing of an individual at this stage within their working lives. This will enable any impacts to be reduced through the provision of appropriate support.

1.4 To provide guidance and advice to members of staff on managing the impact of the menopause at work. 

2. Scope

2.1 This policy applies to Police Officers, Police Staff, Special Constables and volunteers. The term ‘member of staff’ used within this document refers to all employment types, Force-wide.

3. Our commitment to you

3.1 Humberside Police is committed to ensuring that all individuals are treated fairly in their working environment.

3.2 Humberside Police is also committed to improving the wellbeing of all its people. In this regard, we will consider appropriate support and reasonable adjustments for individuals who are experiencing menopausal impacts and changes.

3.3 It is important that everyone understands the difficulties and anxieties of members of staff currently going through this change and that we manage this issue by raising awareness.

3.4 We are committed to ensuring that all Line Managers are provided with adequate training so that they are able to support individuals experiencing adverse menopausal symptoms.

4. General

What causes menopause?

4.1 Menopause is a natural transition in an individual’s life; it occurs when the ovaries stop producing eggs. The ovaries also make the hormone oestrogen and the onset of the menopause results in a drop in the level of this hormone. This change disrupts the cycle of periods and causes the symptoms associated with the menopause.

4.2 In most instances menopause occurs gradually. For a few years before the menopause, periods may become irregular. This stage is called the perimenopause and individuals may experience significant variance in the duration of this process. The menopause is considered to have occurred once an individual has not had a period for at least a year.

When does menopause occur?

4.3 For most individuals, the menopause occurs between the ages of 45 and 55, though some individuals will experience menopause earlier in life.

4.4 Menopause will impact on women at different ages, those from different ethnic backgrounds, those with disabilities, as well as trans and non-binary employees. People experience the menopause in different ways, and it is therefore helpful not to make assumptions but to take the lead from the individual in terms of what support they might need.

4.5 When menopause happens before the age of 40, it’s considered to be premature (early) menopause. While an early menopause can happen naturally, it can also happen due to a number of other circumstances or factors, including but not limited to:-

• requiring a hysterectomy where one or both ovaries are removed,
• as a result of illness,
• following cancer treatment,
• due to smoking,
• having health conditions such as epilepsy or endometriosis. 

5. Symptoms

5.1 Symptoms can manifest both physically and psychologically. Due to the variance in symptoms and severity for individuals it is not practical to provide an exhaustive list. It is more desirable to take a more holistic approach to the condition and management interventions, however common symptoms include:

• Psychological issues such as mood swings, anxiety and/or depression, memory loss, panic attacks, loss of confidence and reduced concentration.
• Irregular periods – periods can become light or heavy.
• Hot flushes – brief and sudden surges of heat usually felt in the face, neck and chest.
• Night sweats.
• Sleep disturbance – can make people feel tired and irritable.
• Palpitations – heartbeats that become more noticeable.
• Headaches including migraines.
• Muscle and joint stiffness, aches and pains.
• Skin changes – dryness, acne, general itchiness.
• Recurrent urinary tract infections including cystitis.
• Dry eyes.
• Weight gain.
• Reduced sex drive (libido).

5.2 Menopausal symptoms can begin months or even years before an individual’s period stops and last around four years after the last period, although some individuals experience them for much longer and can need medication to alleviate the symptoms.

5.3 It is important that individuals do not assume that their symptoms are related to menopause transition and are advised to go to their GP in the first instance to ensure other health issues that are not related to the menopause are identified in their early stages.

6. Providing Support

6.1 It is important to understand the health impacts that the menopause can have on the staff you work with. Many individuals undergo an uneventful menopause, but many others experience uncomfortable symptoms that can negatively affect their engagement with work if they are not properly supported.

6.2 Members of staff have a responsibility to tell their supervision about medical conditions or the side effects of medication, which impact on their ability to safely perform their role.  It is recognised that raising issues in relation to menopause may be difficult for many individuals, however, by declaring this it will enable Line Managers to ensure any appropriate support and reasonable adjustments can be made available to the individual.

6.3 Cultural sensitivities should also be considered when providing support in relation to menopause. In some cultures, it can be viewed as inappropriate or uncomfortable to talk about menopause.

6.4 For individuals who feel uncomfortable going to their Line Manager, information is available on how they can get support for any issues that arise as a result of menopause from the Wellbeing Team, Peer Supporters, Menopause Champions and Staff Associations. This support is available to individuals to both support themselves and their partner who may be living with menopause impacts and changes. 

6.5 When a Line Manager is informed that an individual is living with menopause, they should complete the Menopause Risk Assessment with consent from and in collaboration with the individual concerned. For guidance on areas to discuss during the risk assessment meeting, please refer to the Risk Assessment Form. The outcomes of the risk assessment can then be used to inform the workplace adjustments that could be implemented to support the individual.

6.6 When considering and implementing reasonable adjustments, the Line manager must ensure they balance the adjustments with the needs of the team. Individuals can experience menopausal symptoms in very different ways, so it is important for the Line Manager to discuss adjustments on a case-by-case basis and tailor them to the needs of the individual.  

6.7 All adjustments and support should be documented in the risk assessment then sent to People Services to be recorded on the individual’s record.

6.8 It is suggested that risk assessments are reviewed on a 12-monthly basis or whenever there is a change in circumstances, such as when there are changes to menopausal symptoms or to the individual’s job role.

6.9 Possible reasonable adjustments include, but are not limited to:

• Reducing workload.
• Offering flexible working hours – temporary change in working pattern.
• Allowing flexibility to change tasks when experiencing severe symptoms.
• Allowing flexibility to work from home, if possible, when experiencing severe symptoms or if sleep is poor.
• Provide a private area for the individual to manage their symptoms i.e. emotions, fatigue – the use of the Wellbeing Rooms around the Force are suitable locations if available.
• Flexibility to take breaks or more frequent rest breaks.
• Adapt the working environment to make it more comfortable – easy access to drinking water, temperature-controlled areas or provision of a desk fan or heater, showers/washing facilities, access to toilet facilities, change of position in the office – near a door or window with appropriate lighting.
• Flexibility regarding wearing of uniform and/or body armour, for example:
  • Removing uniform when safe to do so.
  • Adaptations to uniform/permission to wear own clothing.
• A referral to the Mental Health Team to consider counselling.

7. Sickness Absence

7.1 Menopause may be deemed to be a disability in line with the Equality Act 2010.  There is no requirement under the Equality Act 2010 to discount periods of disability-related sickness absence providing all workplace adjustments that have been agreed to be reasonable have been put in place.  

7.2 First Line Managers must make prompt decisions regarding requests for workplace adjustments and ensure that any adjustments are made as soon as practicable. It may be reasonable to allow some leeway when considering disability related sickness absence and, in such cases, advice should be sought from People Services.

8. Related Guidelines

8.1 Recuperative Duties and Adjusted Duties Guidance

8.2 Force HumberNet – Wellbeing Portal – HRT & Menopause.

8.3 Health and Safety Menopause Risk Assessment     

8.4 Workplace Adjustments Guidance

9. Further Advice and Support

9.1 Internal 

• Wellbeing Advisor – Wellbeing team 
• Self-Referral to Occupational Health 
• Management of Menopause Transition in the Police Service 
• Women’s Integrated Network
• Menopause Champions
• Peer Supporters
• Stay Well Leaflet
• Go to the People Portal and search ‘Menopause’ in the search tab for further guidance and information.

9.2 External 

• ACAS – Menopause at Work 
• NHS advice
• The British Menopause Society
• Menopause Support
• Employee Assistance Programme
• Menopause Matters
• Daisy Network
• Menopause Cafe
• The menopause at work: A guide for people managers

10. Code of Ethics

10.1 The College of Policing launched the Code of Ethics and Code of Practice in January 2024, which applies to everyone in policing. The Ethical Policing Principles which form the Code of Ethics are Courage, Respect and Empathy, and Public Service. These principles aim to help people in policing do the right things, in the right way, for the right reasons. The principles should be observed and adhered to at all times and in line with this policy.