Menopause shouldn’t be a taboo, and everyone should feel they can have a conversation with their line manager, especially when they need guidance and advice. But how confident do you think a member of your team would feel to talk to you about the menopause? Research from Bupa has shown that almost a million women have left their job because of menopausal symptoms while CIPD research shows that around one in six people (17%) have considered leaving work due to a lack of support in relation to their menopause symptoms.
Often a few simple changes to the working environment can make a world of difference – even just talking about the menopause openly can reduce the impact of some symptoms and enable people to continue performing well in their roles. Line managers play a vital role in supporting colleagues with menopausal symptoms and this guide will help you to:
be confident about your role in managing and supporting colleagues with menopausal symptoms
understand and reduce the barriers that could potentially prevent a colleague going through the menopause transition from performing and/or developing to their full potential
identify appropriate workplace changes or adjustments to support team members and help them thrive at work
foster an inclusive working environment in which everyone is treated fairly.
While we predominantly talk about women in relation to the menopause in this guidance, we also recognise that it can impact some transgender and non-binary people who will require support and flexibility relevant to their needs.
|This guide has been produced in partnership with Bupa|
- Helping you retain valuable talent by supporting women through menopause
- What every manager needs to know about the menopause
- How can I help if someone is going through the menopause?
- It’s good to talk about the menopause
- Carrying out risk assessments and making appropriate adjustments
- How can I manage proactively and positively if someone’s performance is affected by the menopause?
- Where can I find more information?
Helping you retain valuable talent by supporting women through menopause
What every manager needs to know about the menopause
How can I help if someone is going through the menopause?
It’s good to talk about the menopause
Carrying out risk assessments and making appropriate adjustments
How can I manage proactively and positively if someone’s performance is affected by the menopause?
Where can I find more information?
Claire McCartney and Rachel Suff provide an overview of the CIPD’s continuing work on the menopause and discuss why it is important to keep this issue in the public eye
Explore how to create a menopause friendly work environment and empower employees to continue to work and thrive whilst experiencing menopause transition
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Practical advice to help employers provide support around menstruation and menstrual health in the workplace
Practical guidance to effectively manage and support an employee’s return to work after long-term sickness absence
Practical guidance to effectively oversee and support an employee’s return to work after long-term sickness absence