Menopause Inclusion and Support Resources

Menopause support in the workplace is crucial for retaining experienced talent, boosting productivity, and helping staff to achieve their potential.

Menopause is a natural part of ageing when an individual’s oestrogen levels decline and they stop having periods. In the UK, the average age to reach the menopause is 51, but around 1 in 100 people experience the menopause before 40 years of age.

Learn more and find support using the range of resources and support outlined below...

Did you know:

More than three quarters of women experience menopause symptoms at some time and 40% of women said their menopause symptoms had been worse than they had expected.

Nearly 8 in 10 women of menopausal age are in work.

About the menopause

There are three stages of the menopause - 1. Perimenopause, the time leading up to 2. Menopause (when there has been no menstrual periods for 12 consecutive months), followed by 3. Post menopause, the years that come after menopause. Learn more in this five minute guide, 'What is the menopause?' and this 'Let's Talk About the Menopause' poster to share key facts and figures on the menopause.

Most people will experience menopausal symptoms, which can be quite severe and have a significant impact on everyday life. Symptoms can continue for months or years during perimenopause and last for 4 years or more after menopause.

Learn more, and share the information with others, by downloading the 'Symptoms of Menopause' poster.

Sources of support

Scroll to see sources of support and peer community networks as well as ways to foster inclusive practice.

Adjustments

Nearly 8 in 10 people experiencing the menopause are in work.

Our Menopause Guidelines set out the University’s commitment to creating an inclusive and supportive working environment for employees experiencing menopausal and andropause symptoms. And, you can use the Adjustments Policy to request any adjustments you need.

Absence

With 3 in 4 menopausal people experiencing symptoms, staff may need time off sick for menopause symptoms.

To help share the impact of menopausal symptoms, sickness absence can be recorded on SuccessFactors as 'menopause related'. This is entirely optional, but we hope it will empower staff to discuss the menopause and any adjustments needed.

For individuals

The Menopause Staff Network use Teams to chat, ask questions, and share information and support.
Five minute guide 'Talking to your GP about menopause'.
Five minute guide 'Talking to your manager about menopause'.
Workbook 'How to talk to your healthcare professional about menopause', and video.

For managers

Five minute guide 'Having a supportive conversation about menopause'.
Five minute guide 'Menopause support and reasonable adjustments'.
Video 'What can employers do to support staff who are going through the menopause?'.

^{Note: The resources above are available to all, including our non-binary, trans, and intersex staff.}

Personal stories

Personal stories help demonstrate how inclusion issues manifest in everyday life and counter single stories that are often incomplete or inaccurate, challenging stereotypes and demonstrating the real human impact of these issues.

On this page you'll find personal stories from the Warwick community showcasing people's lived experiences of menopause.

Also, this 5 questions interview with Andy Johnson, Social Inclusion Manager, gives his perspective on participating with the menopause conversation, being an active ally, and working towards being an inclusive colleague, friend, and family member.

Read the Social Inclusion Annual Report for more about the action we're taking.

The Social Inclusion Annual Report highlights the work that has been taking place across the University over the last year, and how it is helping us to meet our Social Inclusion Strategy objectives to increase the diversity of our staff and student communities, develop an inclusive culture, and become an internationally recognised leader in inclusion.