Menopause Policy

Menopause Policy

(A pdf copy of this policy is available for download here.)

Introduction

St Stephen in Brannel Parish Council are committed to creating an open and supportive culture in which employees feel comfortable to talk openly and without embarrassment about how menopause-related symptoms may be affecting them at work.

This is not just an issue for women. It will affect trans men and some non-binary people, and men will be affected by it indirectly.

Most individuals experience symptoms during perimenopause and menopause due to changes in hormone levels. With the right support and medical treatment for their symptoms, their experience at work will not be affected.

This policy sets out the guidelines for members of staff and managers on providing the right support to individuals to help them manage perimenopause and menopause symptoms at work.

In this policy, any reference to menopause also includes the perimenopause.

Symptoms of menopause

The menopause is a natural event during which a person stops having periods and experiences hormonal changes such as a decrease in oestrogen levels. Over 80% of women, trans men and some non-binary people experience symptoms due to changes in hormone levels. Twenty-five percent of these experience symptoms which could be classed as severe and have a significant impact on their daily life.

There are four key stages:

  • Pre-menopause: the time in life before any menopausal symptoms occur.
  • Perimenopause: when menopausal symptoms occur due to hormone changes, but periods still happen (even if irregular).
  • Menopause: when there has been no period for twelve consecutive months. The menopause usually occurs between the ages of 45 and 55 but can happen earlier. Menopause typically lasts between four and eight years.
  • Post menopause: the time in life after 12 months with no periods.

While menopausal symptoms vary greatly, they commonly include:

  • hot flushes;
  • night sweats;
  • anxiety;
  • dizziness;
  • fatigue & trouble sleeping;
  • memory loss;
  • depression;
  • headaches or migraine;
  • recurrent urinary tract infections;
  • joint stiffness, aches and pains;
  • reduced concentration and brain fog;
  • heavy periods;
  • loss of confidence and self-esteem.


Requesting support

Employees who are finding it difficult to manage at work because of menopausal symptoms are encouraged to speak to the Clerk / their line manager to discuss what support may be available. This could include temporary changes to an employee’s working arrangements or working environment, or seeking external support, as set out below. Any health-related information disclosed by employees during discussions will be treated sensitively and in confidence.

St Stephen in Brannel Parish Council encourages employees to be as open as possible about any particular issues that they are experiencing or adjustments that they might need to ensure that they are provided with the right level of support to improve their experience at work.

If for any reason employees feel unable to approach the Clerk / their line manager, they can speak to the Human Resources committee Chairman.

Working arrangements

Employees who require a permanent change to working arrangements, such as changing contracted hours, should refer to the Council’s Flexible Working Policy. However, the Council recognises that for individuals affected by menopausal symptoms, the option to work flexibly on a temporary (rather than permanent) basis may be appropriate. For example, this could include working from home, changing start and finish times, or taking more frequent breaks. This is not a definitive list.

Employees who feel that they would benefit from a temporary change to their working arrangements on an ad hoc basis because of sleep deprivation or other symptoms that may be impacting on their performance, should discuss and agree these with the Clerk / their line manager.

The Council will try to facilitate temporary flexible working arrangements wherever this is possible and will continue to review these to ensure that they meet the employee and the organisation/Council’s needs.

Working environment

If an employee feels that their working environment is exacerbating their menopausal symptoms, they should raise this with the Clerk / their line manager.

There are a range of practical adjustments that the organisation may be able to consider in order to help make employees’ working life easier, such as moving workstations to a cooler area, providing a fan or relaxing the uniform policy.

Employee assistance programme

Help and support is also available through our employee assistance programme (EAP). Employees can use the organisation’s EAP to speak to an independent adviser on a confidential basis about any issue that is troubling them. To access this support, please refer to the poster in each staffing area.

Sickness Absence relating to the menopause

If you are sick and unable to work, you should follow the procedure set out in the organisation’s Absence Policy.

In some cases, the /Council may refer an employee to Occupational Health so that they can advise on how the employee’s symptoms are impacted at work and make recommendations on the types of adjustments that may be appropriate, where reasonably practical.


External Sources of help

There are various organisations that provide help and support on the menopause including the NHS where you will find a range of further information and advice.

 The following organisations and websites also provide advice and guidance:

 

[1] Adopted by Full Council at the meeting held on Wednesday 1st October 2025 under minute FPC155/25. Due for renewal in May 2028.