As an employer, the Council is committed to ensuring the wellbeing of its employees and will look to provide information, support and assistance where it can to do this. Further, as an organisation with a significant number of female employees the Council has a responsibility to consider any potential wellbeing concerns specific to this group.

While the menopause is a natural part of all women’s lives, the effects are particular to each individual and for some this isn’t an easy transition. A failure to recognise and understand the potential effects of menopause can exacerbate the impact on the employee and hinder their ability to alleviate or cope with any symptoms they experience.

While some physical symptoms like hot flushes are well recognised and can be mitigated for by adjusting the physical environment, many other symptoms are not. A loss of personal confidence or lapses in concentration may not be as apparent or as well-known a symptom but these can have as much if not more of an impact on the employee facing them. These symptoms can be perceived by those experiencing them as having an adverse impact on their ability to perform their duties, even when this is not the case. Managers should make themselves aware of these symptoms and their potential impact on employees so that suitable support can be offered and provided.

The consequence of employees feeling unsupported in the workplace can be that of highly skilled and experienced employees not seeking career progression or even leaving employment due to their own self-perception rather than any actual inability to do the job.

A range of supporting information sources and answers to frequently asked questions is provided below with the aim to raise awareness of issues relating to the menopause, its treatment and how best to support affected employees. These should help enable a working environment where employees feel valued and continue their employment with the Council.