Menopause Policy (Dec25)

Introduction

Everyone can be affected by the menopause – regardless of their gender or age. Some will experience it first hand, others through relationships with those who are going through it. It is, therefore, important that we all have an understanding and awareness of the menopause and create a culture where it is part of everyday conversations.

According to the Office for National Statistics, women over the age of 50 are the fastest growing group of employees in the UK workforce. The SRA diversity survey in 2021 revealed that 52% of lawyers are women and The Law Society’s Women in Leadership in Law initiative states that, in the legal profession, women have represented over 60% of new entrants into the profession since 1990. Taking these various data sources together, it is clear to see that women and women of menopausal age are a key demographic within the law and their health needs to be taken seriously.

With the average age of the menopause being somewhere between 49 and 51, symptoms often occur when women are at the peak of their working lives. Yet many women do not recognise their symptoms are related to the menopause, instead putting them down to the stresses of work and home life.

While stress and a hectic lifestyle inevitably contribute to a woman’s mood, brainpower, and energy levels, this might not be the whole picture. Research has shown that for six out of every ten women experiencing menopausal symptoms, it has a negative impact on their working life and performance at work. This can include reduced job satisfaction and commitment to the organisation, higher sickness absence and an increased desire to leave work altogether or the feeling that this is the only option.

We recognise that, as an employer, we have a responsibility to take a proactive approach to looking after the health and wellbeing of all our employees, which includes women going through the perimenopause and menopause. We aim to create a diverse and inclusive culture where all employees are treated with respect and dignity, irrespective of age or gender.

The focus for this policy is female employees who are experiencing menopausal symptoms, although we appreciate that not all individuals who experience these will identify as women and may include individuals who are non-binary, transgender, or intersex. Whilst the term the “male menopause” or “andropause” is sometimes used in the media, to refer to physical and emotional symptoms which some men develop when they reach their late 40s to early 50s, this label is misleading as it suggests the symptoms are a result of declining hormone levels, similar to that which occurs in the female menopause; however, this is not the case.

Purpose

We understand that transitioning through the menopause can be a difficult and stressful period and are committed to supporting our employees through practical and reasonable means.

This policy forms part of our holistic approach to employee health and wellbeing and sets out the support and adjustments that the firm will provide/make when an employee is adversely affected by the menopause or perimenopause and is experiencing menopause-related symptoms.

We aim to:

break the taboo surrounding the menopause and raise awareness of it and its impact in the workplace so we can be better informed and supportive colleagues.
help to change the narrative surrounding this life stage so that our female employees feel empowered to seek the right support and not suffer in silence.
encourage a culture where the menopause is seen in a positive light, as a rite of passage, a transformational phase of life, during and beyond which women can continue to thrive and enjoy a fulfilling career.
direct employees to relevant guidance and assistance.

Scope

This policy applies to all employees in The Eric Whitehead Partnership, including managers and consultants.

Responsibility

All employees, of all genders and ages, are encouraged to familiarise themselves with this policy and seek clarification from management where required.

Nicola Robinson is ultimately responsible for this policy and ensuring that it is implemented throughout the firm. Any suggestions for changes to this policy should be reported to them.

Definitions

The menopause is a completely natural part of female ageing when menstruation stops, although it can also be brought on by certain medical and genetic conditions, medical treatments, and surgical interventions.

Dr Louise Newson, a GP and menopause specialist refers to the menopause as a ‘long-term female hormone deficiency’ due to the significant drop in the levels of oestrogen, progesterone and testosterone hormones produced by the ovaries which occurs as women head towards the menopause, and which will never naturally return to their previous levels.

Every woman’s journey through the menopause is unique – no two women experience it the same. There are however four key stages which are universal to all:

Pre-menopause: the time of life before any menopausal symptoms occur.

Perimenopause: the period of hormonal change leading up to the menopause, which may last between three and seven years, although it may continue for many more years or last only for a few months. During this time, women may begin to experience symptoms due to fluctuating and declining hormone levels, which may include sleeplessness, anxiety, itchy skin, mood swings and sore joints (together with the lengthy list of symptoms on the next page).

These symptoms may vary in degree between different individuals and, as they may still be having regular periods at the onset of menopausal symptoms, many do not always realise that they are experiencing the perimenopause and may not understand what is causing their symptoms.

Post menopause: the time in a woman’s life after she has not had a period for 12 consecutive months. Menopause symptoms continue, on average, for four years from the last period and can continue for up to 12 years. Women spend, on average, a third of their life postmenopausal.

The menopause usually occurs between the ages of 45 and 55. Whilst the average age is 51 in the UK, it can happen much earlier. Many women experience the menopause between the age of 40 and 45 (early menopause) and some women experience the menopause before the age of 40 (premature menopause/premature ovarian insufficiency).

Symptoms

Some women experience a medical/surgical menopause which can occur suddenly when the ovaries are damaged or removed by specific treatments, for example chemotherapy and radiotherapy or surgery such as an oophorectomy (removal of one or both ovaries) or a hysterectomy (removal of the uterus/womb).

As noted above, individuals who are non-binary, transgender or intersex may also experience menopausal symptoms.

It is important to recognise that, for many reasons, the menopause affects women’s physical and psychological health differently. Symptoms vary in type, amount, severity, and length between individuals and can adversely affect the quality of the sufferer’s personal and working life, performance, and productivity.

At work, they can cause embarrassment, diminish confidence and may be stressful to deal with. The menopause can often also indirectly affect individuals’ partners, families, and work colleagues. Symptoms can be wide-ranging and include:

Physical

loss of bone mass causing bones to become more fragile – around 10% of a woman’s bone mass is lost in the first five years of the menopause, increasing the risk of osteoporosis.
brittle nails
dizziness
fatigue (linked to disturbed sleep)
hair changes – hair may become thinner and less glossy and there may be increased facial hair growth.
headaches and migraines – women who suffer from migraines may find they become more severe and closer together.
heart palpitations
hot flushes and daytime sweats – which can come on suddenly at any time of day, spreading throughout the face, chest, and body. These can last for moments or several minutes.
changes in menstrual flow and regularity, including heavy bleeding.
muscle and joint stiffness, aches, and pains – which may be due to low levels of oestrogen which lubricates the joints and prevents inflammation.
night sweats – waking in the night drenched in sweat.
skin irritation or the development of acne due to hormonal changes
sleep disturbances and insomnia
tingling extremities
the need for more regular and/or urgent toilet breaks
recurrent urinary tract infections (UTIs) and discomfort
weight gain

Psychological

anxiety and depression
brain fog – this is a collective term for symptoms such as memory slips, poor concentration, difficulty absorbing information and feeling that the brain is like cotton wool. Brain fog can make it challenging to do the simplest of tasks such as reading a book or listening to the radio and inevitably impacts upon work performance.
poor concentration levels
forgetfulness and memory loss
irritability
loss of confidence, low self-esteem, and feelings of worthlessness
mood disturbances – which can be very disruptive to work and home life (menopausal symptoms are commonly misdiagnosed as depression)
panic attacks

How is the menopause treated?

There is no one right answer to managing your menopause transition as what works for one person may not work for another. Fortunately, there are a range of treatments available to help manage menopause related symptoms and, in many cases, when the right treatment is found for the individual, these treatments vastly improve their quality of life. Some individuals seek medical advice and treatment for the symptoms of the perimenopause and menopause and others may try self-help measures and alternative therapies.

A common form of medical treatment is known as hormone replacement therapy (HRT) which works by replacing the hormones a woman’s body stops making during the menopause. Many women find HRT helpful for alleviating symptoms, although it is not suitable or appropriate for everyone. Some women using HRT may experience side effects which may also require adjustments in the workplace. We encourage employees in this position to be open with their line manager as to any side effects and practical needs so that the necessary adjustments can be put in place.

The Faculty of Occupational Medicine (FOM) suggests the following by way of self-help strategies to help women tackle their menopausal symptoms and get the right support:

Get advice on treatment and lifestyle changes tailored to your own circumstances – talking to a health professional will help you make an informed decision about the right treatment and lifestyle changes that can help tackle your symptoms. The menopause can raise the risk of serious health conditions such as osteoporosis (due to loss of bone mass), cardiovascular disease (e.g., heart disease and stroke) and dementia; therefore, the importance of obtaining good quality advice should not be overlooked. Consider trying out relaxation techniques which could help with managing your symptoms, such as mindfulness and other potentially helpful techniques such as cognitive behavioural therapy, as these can help reduce the impact of symptoms and help to focus your attention on the present moment.
Talk about it – your menopause is a very personal experience but talking about it could help you secure the support you need. Discuss your practical needs with your line manager or another manager you feel comfortable talking to. Also consider talking to your colleagues, so they are in the picture about day-to-day considerations.
Think about flexible working as a way of working that suits your needs as an employee, such as having flexible start and finish times. Explore whether this could help with some of your symptoms, for example, a later start time if you are experiencing sleepless nights.
Avoid hot flush triggers at work – caffeine, hot drinks and spicy foods can trigger hot flushes, so it is best to avoid them at work, particularly before a big meeting or presentation.
Use technology to your advantage. If memory lapses or poor concentration are an issue at work, use reminders and to-do lists on your phone, keep a note of important dates, and make meeting notes to serve as a prompt for when you next need it.

Other recommendations

Keep a list of your symptoms so you can spot patterns and triggers, which may help to prepare for conversations with your family, colleagues, and doctor.
Find out more about the menopause from available sources of information (see the ‘Useful resources’ section at the end of this policy).
Consider other lifestyle changes such as reviewing your diet to ensure nutritional needs are being met, stopping smoking, and exercising – aim to move your body and raise your heart rate every day.
Keep well-hydrated.

Communication

As outlined above, we aim to create an environment in which employees feel confident raising issues about their menopausal symptoms and asking for additional support and adjustments at work. Many employees still see the menopause as a private and personal issue and, for some, discussing the transition into menopause can be a difficult subject to be open about.

Whilst being respectful of personal preferences as to what information is shared at work, our core ethos is to promote a greater openness about, and understanding of, the menopause among line managers and staff and will encourage line managers to create a supportive and understanding team culture which removes any barriers to employees disclosing information to them. Ways in which we will do this include:

recording sickness absences that are related to the menopause as an ongoing medical issue rather than as a series of short-term sickness absences.
treating the menopause in the same way as any other medical condition which requires ongoing treatment.
providing training to line managers so that they are knowledgeable to have open and sensitive conversations with employees about their menopausal symptoms (and how these might affect their work) and what they can do to support them. This includes being aware of and signposting colleagues to this policy and other relevant support platforms available to them.
being accommodating to flexible working requests, so far as possible, that will help employees manage their symptoms, such as a later start and finish time.
putting in place measures to help employees to better manage their symptoms, leading to a reduction in sickness absence and an increase in wellbeing and productivity.
reminding staff to support their work colleagues, not to make inappropriate comments or jokes and to respect any adjustments put in place to help them with their symptoms.
empowering employees to actively contribute and provide feedback to this policy.

Relevant legislation

Severe menopausal symptoms and their consequences may combine to have a substantial adverse effect on normal day to day activities, potentially meeting the legal definition of a disability under the Equality Act 2010 (the ‘Act’).

The Act provides protection from discrimination due to a diagnosed disability and due to discrimination arising from disability. Under the Act you have a disability if “you have a physical or mental impairment which has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities.” An impairment is considered substantial if it is more than minor or trivial, and it is considered long-term if it has lasted or is likely to last for at least 12 months.

If your menopausal symptoms and their impact meet these criteria, as your employer, we are required to make reasonable workplace adjustments to your working conditions to ensure workplace equality and so that you are not at a substantial disadvantage on account of your disability. This could include changes to your hours or your workspace, receiving mentoring or support, reallocating duties that you ﬁnd diﬃcult to handle, or receiving time off for investigations or treatment.

The Act also prohibits employers or your colleagues from engaging in discrimination or harassment based on disability and with respect to age and sex. For further information, please see our Equality and Diversity Policy.

We are also mindful of our obligations under the Health and Safety Act 1974 which requires that an employer must, where reasonably practical, ensure the health, safety, and welfare of all employees at work.

What am I required to disclose under the Equality Act?

Although we encourage an open and inclusive culture, where employees feel comfortable discussing menopausal related issues, as an employee, you are not legally required to disclose a medical condition or disability of any kind, whether it be mental or physical.

It is worth noting, however, that disclosing information to us may be beneficial so we know of anything we should be aware of and can offer support. In addition, as your employer, we are entitled to ask relevant questions about your health to help us to determine whether you have a disability, whether you may require an adapted working environment (see the next section on ‘Workplace adjustments’) and whether you are able to carry out your role to the required standard.

If you lie or withhold information about a health condition and that condition later affects your performance, we may decide that you have breached your duty of mutual trust and conﬁdence which could affect your continued employment.

We aim to promote the ethos that disclosing a disability is a positive action that will empower, protect, and assist you in the workplace. For the Act to provide you with protection, the disability needs to have been disclosed.

If you decide to disclose that you are experiencing menopausal symptoms which amount to a disability under the Act, what you disclose and who to is a personal decision. The information can be disclosed informally with your line manager or supervisor or formally via HR.

For employees that do disclose such issues to us, we are fully committed to supporting you as much as possible, which includes understanding the extent of your symptoms, how they may impact on your work, what we can do to prevent your symptoms worsening and whether you require any additional support or adjustments.

Workplace adjustments

The firm is committed to ensuring that conditions in the workplace do not make menopausal symptoms worse and that appropriate support and adjustments are put in place. We will therefore work proactively to make reasonable adjustments where necessary to support any employees who are transitioning through the perimenopause and menopause.

We recognise that the menopause is a very individual experience and that employees can be affected in numerous ways and to different degrees, and therefore different levels and types of support and adjustments may be needed. Line Managers are likely to recommend a risk assessment in the first instance to determine how the menopause is impacting on the employee’s ability to carry out normal day-to-day activities and what adjustments may be needed at work. These may include:

Office environment

reviewing control of workplace temperature and ventilation to see how they may be adapted to meet the needs of individuals (e.g., providing a desktop fan, being allocated a workstation near an opening window and blinds that can be drawn and allowing employees the ability to control temperature via air conditioning or heating).
allocating a workspace with access to natural light in the office where possible or providing a light treatment lamp where natural light is not easily available (natural light has been identified on having a positive effect on mood and the absorption of calcium during menopause transition).
providing easy access to cold drinking water and toilet/washroom facilities.
making sure employees can take regular toilet breaks and facilities are clean, well-equipped, comfortable, and easily accessible.

Working arrangements

discussing changes to work/shift patterns
reducing the need for attendance at formal meetings or presentations
permitting time off for attendance at medical appointments
allowing breaks to be taken when needed
being flexible when applying the firm’s performance management, attendance, or disciplinary procedures to take account of the detrimental effects of the menopause transition.

We expect line managers to apply individual discretion when assessing an employee’s particular needs and circumstances and to act accordingly. Information about an employee’s menopausal symptoms should be treated as confidential and line managers should expressly agree with the employee which (if any) work colleagues should be informed, by whom and on what basis.

Line managers should then record any agreed adjustments and review these at least annually. We recognise that menopausal symptoms can fluctuate over time, therefore we encourage regular, informal follow-on conversations between line managers and employees to discuss whether adjustments and support still meet their needs.

Sickness leave and return to work due to menopausal symptoms

Please see our sickness policy of how to notify us of any unplanned sickness absence, what we require from you etc.

Your line manager will keep in regular contact with you during any extended periods of absence and will collaborate with you to put in place a structured return to work plan.

This may include assigning you a mentor on return to work and adjusting your working arrangements to support your needs. The aim will be to ensure you are fully supported and any work-related triggers which may be impacting on menopausal symptoms are addressed to reduce the risk them having a detrimental impact on your health in the future.

Your line manager will continue to monitor your health and wellbeing via regular 121 meetings for the course of your employment and you are encouraged to maintain an open dialogue with them on how you are feeling and whether there is anything that the firm can do to help.

As outlined above, sickness absences which are related to the menopause will be recorded as an ongoing medical issue, rather than as a series of short-term absences and there will be no negative consequences as a result.

Client Interactions

It may be sensible for fee earners in certain practice areas, such as family law, to use their discretion to discuss the menopause/perimenopause with their clients at the onboarding stage and ask how it may be affecting them and their relationships. The information gleaned can then be used to deliver a sensitive and empathetic service which is tailored to the client’s individual needs.

Knowing that a client is experiencing menopausal symptoms may help fee earners to understand their clients better which may affect the advice given. It is important to bear in mind that clients going through the menopause may be more vulnerable and may benefit from a supportive approach; it is also worth noting that the SRA Code of Conduct for Solicitors (3.4) requires solicitors to ‘consider and take account of your client’s attributes, needs and circumstances’.

Useful resources

Websites

https://www.nhs.uk/conditions/menopause/: NHS website which provides an overview of what the menopause is, symptoms and treatment options.
https://thebms.org.uk/find-a-menopause-specialist/: menopause clinics, available on the NHS and privately, can be searched for via this website.
https://www.themenopausecharity.org/menopause/: website created by Dr Louise Newson which includes sections on menopause support and advice and community news and advice.
https://www.balance-menopause.com/: website created by Dr Louise Newson which includes a menopause library of resources in various formats and details of the free balance app which can be used to track menopausal symptoms, access personalised health content, and share stories.
https://henpicked.net/menopause-hub/: the Henpicked website includes a Menopause Hub which includes a vast array of articles, videos, podcasts, and resources.

Review of this policy

These procedures will be reviewed at least annually by Nicola Robinson.

December 2025

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