Menopause Policy

Last Reviewed March 2026

Secure Screening Services is committed to ensuring the health, safety and wellbeing of its employees and ensuring everyone is treated with dignity and respect.

The menopause is a natural process and for many can be positively managed through lifestyle adjustments. However, Secure Screening Services recognises that for some the menopause is not always an easy transition. Some employees may need additional considerations to support and improve their experience at work.

With this is mind, the organisation is committed to supporting employees who are affected in any way by the menopause and to support and inform managers so that employees reporting issues are treated fairly and given appropriate support.

This Policy is inclusive of all gender identities including trans and non-binary employees.

Guidance from the British Menopause Society (BMS) National Institute for Care and Excellence (NICE) and the NHS GG&C Menopause Service has been used to inform this Policy.

Legislative Drivers

The Health and Safety at work act (1974) requires employers to ensure the health safety and welfare of all workers. Within this, employers are required to perform risk assessments which should include any specific risks to menopausal employees.

The menopause is also an equalities issue. Under the Equality Act (2010), employers have a duty not to discriminate in terms of age, sex and disability. Detrimental treatment related to the menopause could represent direct or indirect sex discrimination on any or all of these protected characteristics.

Aims

The aim of this Policy is:

To support employees to remain at work.
To raise awareness of menopause, the related issues and how this can affect employees.
To break the stigma and taboo surrounding the menopause at work and to promote an environment in which employees feel confident in discussing menopausal issues and ask for support and adjustments, if required.
To provide guidance and direction on how to support employees who raise menopausal issues not only for the individuals experiencing the menopause but also those who may be affected indirectly which may include managers, colleagues, partners and family members.
To inform managers of the potential symptoms of menopause, how this can affect employees and what can be done to support individuals including reasonable adjustments.

Scope

This Policy applies to all employees of Secure Screening Services including employees, consultants, contractors, interns, casual workers and agency workers.

Definitions

Menopause – The menopause is a natural part of ageing and refers to the time in life when periods stop and the natural reproductive cycle ends. It usually occurs between the ages of 45 and 55 with the average age being 51.
Premature Ovarian Insufficiency (Premature Menopause) – Approximately 1 in 100 affected people will experience menopause before 40 years of age (naturally or as an effect of a medical condition or treatment).
Peri-menopause – The time leading up to menopause when menopausal symptoms can be experienced. Symptoms can start a few months or even years before periods stop.
Post-menopause – The time after the last period.

Symptoms of Menopause

According to the National Institute for Health Care and Excellence (NICE) the most commonly reported symptoms of menopause (hot flushes and night sweats) can occur in approximately 75% of cases with 25% being severely affected.

Symptoms are associated to a decrease in the body's production of the hormone oestrogen. Other factors such as diet and exercise, lifestyle and medication can also influence the symptoms.

It is important to note that not everyone will notice symptoms or need help and support. The most common symptoms include:

Hot flushes
Night sweats
Sleep disruption
Fatigue
Difficulty concentrating/memory problems/loss of confidence
Mood disturbances including anxiety and depression
Headaches
Irregular periods/heavy bleeding
Bone and Joint problems

Symptoms on average continue for 2-4 years however some individuals will experience symptoms for longer.

The nature of symptoms will vary from mild to severe. These symptoms can have a significant adverse impact on the quality of both personal and working life.

It is also important to note that the onset of menopause symptoms can also coincide with other health issues as well as potential caring responsibilities for elderly parents/relatives/children.

Roles and Responsibilities

Employees

All employees are responsible for:

Taking reasonable responsibility and care for their own health and well-being.
Being open to having conversations with managers. If for any reason they feel unable to speak to their Line Manager they can also speak to Occupational Health and / or Human Resources
Upholding a positive working environment treating others with dignity and respect.

Line Managers

All line managers will:

Be willing to have open discussions with employees about changes in their health including issues relating to the Menopause, treat the discussion sensitively and recognise that each individual's experience may differ. Use the guidance in section 9 to inform the discussion, reviewing together before agreeing with the individual how best they can be supported. Record a summary of the discussion and any agreed actions or adjustments. Ensure on-going communication and agree a plan for review where appropriate.
Implement agreed adjustments
If adjustments have not been successful and/or a member of staff is reporting on-going difficulties or concerns about their health at work consider a referral to Occupational Health for further advice.

Human Resources

Human Resources will:

Offer support to managers and employees on the interpretation of this Policy.
Promote awareness-raising activities including training and education for employees and managers

Occupational Health

Occupational Health will:

Provide support and information to employees who are referred to the service to discuss health related issues as a result of menopause.
Provide support and advice to employees, managers and HR in relation to workplace adjustments, if required.

Guidance for Managers Discussions with Employees

Regular, informal conversations between manager and employee can enable discussions about issues related to menopause. One of the most valuable things a manager can do is listen and respond sympathetically if issues relating to menopause are reported. These conversations can assist to identify support at work which can make a real difference with how employees cope with menopause. This may enable them to continue working well, productively and to remain at work.

It is important to note that employees experiencing menopausal issues (directly or indirectly) may feel uncomfortable or embarrassed to approach their manager however, if a manager is aware of the symptoms associated with the menopause and how this can affect a person, this can greatly assist in promoting an environment where employees feel more confident to approach their manager and seek support, if required.

If an employee wishes to talk about changes in health including symptoms of menopause it is important to:

Encourage the employee to discuss any relevant health concerns with their GP practice.
Maintain confidentiality when handling health information (seek a private room/office and ensure any records are stored in a safe and confidential manner).
Allow for sufficient time to have the conversation and encourage the employee to be open and honest when discussing any difficulties they may be experiencing.
Explore with them ways in which they can be supported, if required (see common symptoms and adjustments to consider)
Agree an action plan, record the outcome of the discussion and agree a review timeframe
Provide details of support and external services available (see appendix)

Symptoms and Suggested Adjustments to Consider

Hot Flushes

Can result in employees feeling uncomfortable and less tolerant of workplace temperatures.

Review control of workplace temperature and ventilation – consider desktop fan in an office or locate desk closer to an opening window or away from a heat source.
Access to drinking water
Access to a rest area/room for breaks if work involves prolonged periods of standing or sitting.
Access to a quiet room/area for a short break to manage a severe hot flush.

Night Sweats/Sleep disruption

Can result in increased tiredness and fatigue.

Consider flexible working hours or temporary shift changes to accommodate difficulties.

Difficulty concentrating/Memory problems

Performance may be affected

Regular supervision/review with manager for additional support, if required
Review task allocation and workload
Consider flexibility in working pattern or shift pattern; for example if concentration is better or worse at certain times of the day.

Low mood/Depression/anxiety/panic attacks/loss of confidence

Can make work tasks more difficult to carry out and performance may be affected.

Provide opportunity to openly discuss any concerns/difficulties
Regular supervision/review with manager for additional support, if required
Access to a quiet area for a short break if required (allowing time for simple relaxation and mindfulness techniques)
Encourage that they discuss symptoms with their GP practice
Signpost to sources of support including counselling/Living Life/Remploy (see appendix 2)
Consider referral to Occupational Health

Headaches

Access to drinking water
Access to quiet space or area for short break and to take medication if required.

Irregular/heavy bleeding

Access to toilet and washroom facilities
May require more frequent short breaks

Bone and Joint problems

Certain moving and handling tasks may be more uncomfortable

Local risk assessments and moving and handling assessments, if required.
Consider temporary adjustments or modifications to work tasks

Personal/intimate issues

Advise to attend GP practice for advice
https://www.nhs.uk/conditions/menopause/

Sources of information/support:

If you have troublesome menopausal symptoms please arrange to see your GP practice in the first instance who will be able to discuss management options with you.