Menopause guidance frequently asked questions

If menopausal symptoms are affecting your wellbeing or ability to work, you are encouraged to speak with your line manager as early as possible. You can also seek support from Occupational Health (OH), your GP, the Employee Assistance Programme (EAP), a trade union representative, or another manager you feel comfortable talking to. Early conversations can help identify practical support and adjustments that may make work more manageable.                               

Support will depend on your individual needs and role. Examples may include adjustments to temperature, ventilation or lighting, easily accessible drinking water and toilet facilities, more frequent breaks, temporary changes to working hours, dynamic working arrangements, or a referral to Occupational Health. Managers will work with employees to explore reasonable and appropriate support.

Yes. Any health information you share with your manager, HR, or Occupational Health will be treated sensitively and in confidence. Information will only be shared where necessary and, where applicable, with your consent.

If you do not feel comfortable speaking with your line manager, you can approach another manager within your School or Professional Service, contact Occupational Health directly, seek support from HR, access the Employee Assistance Programme, or speak with your trade union representative.

Menopause-related absence will be managed in line with the University's Managing Sickness Absence Policy. If menopausal symptoms mean you are unable to work, you should follow the normal reporting procedures. The University is committed to ensuring employees receive appropriate support and that managers consider any reasonable adjustments that may help employees remain in work where possible.

We encourage you to discuss menopausal symptoms that affect your work with your manager. If you are not comfortable doing so, consider speaking with a trusted colleague who can support you in raising these issues. Your line manager or OH will be able to discuss any adjustments that may help. Many menopausal symptoms and adjustments agreed will be regularly reviewed and a return to a usual working pattern will be resumed if and when symptoms have improved sufficiently.

We cannot advise on medication. Please speak to your GP about the support and treatment options available to you. Menopausal symptoms vary between individuals. HRT can help with hot flushes and night sweats, but it may not improve brain fog or mood swings and is not suitable for everyone.

Research suggests that mood fluctuations and reduced stress resilience can be more pronounced during perimenopause, the years leading up to menopause. For many women, these symptoms, along with brain fog and difficulties with memory and concentration, improve after menopause. Healthy lifestyle habits such as improving sleep, practising yoga, walking in nature, eating a balanced diet, and managing stress can help ease symptoms. In contrast, alcohol, caffeine, high-sugar and processed foods, and stress may worsen them. Visit the MAIA Learn pages (link to be provided) for more information on how lifestyle changes can support your wellbeing during this time.

Please review the MAIA Learn page Module: MAIA | Learn for practical advice on supporting staff through the menopausal transition. Experiences differ greatly. While many women are only mildly affected, some experience symptoms that significantly impact their work. Around one in four women have considered leaving their job due to menopausal symptoms, and 14% have done so. Supportive management can make a real difference in retaining valuable talent and experience.

Irritability and mood changes are common during perimenopause and menopause, affecting around 60% of women. These symptoms may be linked to poor sleep, stress, feeling overwhelmed, and fluctuating hormone levels. A supportive, respectful conversation about how symptoms may be affecting work, along with consideration of any helpful workplace adjustments (see Guidance Notes), can make a significant difference. Signposting employees to the MAIA website can also provide valuable information and support. Reassuringly, for most women, these symptoms improve over time.

Yes. While the guidance appropriately acknowledges that menopause experiences can differ between individuals and ethnic groups, it may be helpful to provide a little more detail. Research has found that people of African, Caribbean, and Asian heritage may be more likely to experience certain menopausal symptoms, particularly vasomotor symptoms such as hot flushes and night sweats, with greater severity and for a longer duration than some other groups.   Menopause can intensify existing neurodivergent traits and symptoms such as difficulties with concentration, memory, sensory sensitivities and anxiety. These differences help increase awareness that menopause is not experienced uniformly and support a more inclusive and informed approach to providing support across a diverse workforce.