Workplace wins

Clare was working within an NHS community trust when she first started to experience symptoms of premature menopause: migraines, heavy and unpredictable periods, insomnia, and low energy.

Clare informally approached her line manager about flexible working arrangements – such as her removal from their on-call rota, and regularised hours – that could help manage her symptoms. But this was met with hostility and a lack of understanding. 

Clare turned to her workplace safety reps. They ensured the trust provided an Occupational Health (OH) assessment, to identify Reasonable Adjustments that could allow her to continue in her role. While menopause isn’t regarded as a disability under the Disability Act, the trust provided OH support as her symptoms were significant enough to be detrimental to her day-to-day life.

Clare’s reps recognised this case to be a symptom of wider workplace issues: a negative culture among managers to flexible working; and a lack of understanding about Reasonable Adjustments. The reps coordinated an all-member mapping exercise, to identify and address causes of work-related ill-health, and pushed the trust to review their on-call and menopause policies, and their managers’ flexible working training.