The Menopause Workplace Resource Guide for Managers was created by the Society for Women’s Health Research (SWHR) to support employers and managers in understanding the menopause transition and fostering menopause-friendly workplaces.
We seek to:
- Reduce or eliminate fears of stigma by helping all employees understand what menopause is, as well as normalize this stage of life.
- Empower those experiencing menopause to seek and receive appropriate support.
- Educate managers and supervisors about the variety of needs and experiences of employees in menopause, and how to confidently engage in helpful conversations with their employees as needed.
- Raise awareness of existing UC Berkeley campus and other resources, programming, and policies that apply to menopause.
- Continue to consider and provide additional resources, programming, and policies to support all employees best.
What is Menopause?
Menopause is a natural transitional life stage typically lasting a decade or longer, beginning in the mid-40s (“perimenopause”), followed by menopause in the early 50s on average (defined when 12 months have passed since the last menstrual cycle), and a period of many years after when menopausal symptoms typically continue (“postmenopause”).
Some people have no symptoms or have mild symptoms that come and go. For others, symptoms are disruptive, persist over time, and interfere with quality of life, relationships, work productivity, and career advancement. One thing many people have in common is a lack of information and support (Making Menopause Work, Employer Guide).
Upcoming Menopause Workshop
Online Webinar with Expert, Lotta Borg Skoglund, M.D.: A Patient’s Guide to Talking with Your Doctor About ADHD and Menopause
When: Wednesday, October 16th, 10 am
Campus Support Resources
Be Well at Work Employee Assistance
Employee Assistance is UC Berkeley’s faculty and staff employee assistance program which provides no-cost, confidential counseling and referrals to community providers. This program is designed to support you through a wide range of life stressors, including the unique challenges associated with menopause.Menopause can bring a host of physical and emotional changes, and it can be helpful to have access to support during this transition. Be Well at Work Employee Assistance offers short-term, solution focused counseling to help you address the impact menopause might have on your personal and professional lives. To schedule an in-person, virtual, or telephone appointment, please contact employeeassistance@berkeley.edu or call 510-643-7754.
Be Well at Work Ergonomics
Back pain, joint discomfort, and muscle aches are common symptoms during menopause. Optimizing the ergonomics of your workstation can significantly reduce pain, decrease muscular stress, and improve productivity. With more people working from home, it’s crucial to ensure both office and home workstations are ergonomically sound. Key components include an ergonomic chair, a height-adjustable table, and a proper monitor setup.
A well-fitting chair helps relax muscles during extended computer use, while a height-adjustable table allows for safe sitting with feet flat on the floor. Standing for short periods reduces lower back strain by shifting the load to the leg muscles. It’s recommended to sit for 20 minutes, stand for 8, and move for 2 every half hour to promote postural variation, improve circulation, and reduce strain. Regular movement breaks also support overall health and wellness.
Be Well at Work–Ergonomics provides ergonomic support for staff and faculty in both campus and remote settings. The ergonomics matching funds program assists in selecting the best fit and value for ergonomic products while providing financial support. The program also offers in-person or remote assessments if users need further assistance in setting up a safe workstation.
All of the current resources, programs, and workshops can be found on the website.
Ask the Dietician
Have a question about food or nutrition as you navigate menopause? Be Well at Work Wellness Program's Ask the Dietitian service provides UC Berkeley faculty and staff a convenient and dependable way to receive answers to questions about health and nutrition from a qualified health professional. Submit a question!
Be Well at Work Disability Management
Disability Management Analysts are available to consult with staff and faculty regarding symptoms related to menopause and the concerns you may have related to performing your essential duties. When health-related symptoms rise to a level that may impact your ability to perform the essential duties of your position, DMS can assist with identifying possible accommodation options and/or strategies to assist in the communication of an accommodation need. Please contact us at 415-643-7921 or DMS@berkeley.edu to request a consultation.
Workfit
Content update coming soon!
Proactive Measures, Supportive Actions, and Campus Policies
Berkeley is a caring and supportive workplace with both formal policies and informal employee support. Managers and supervisors are also empowered to work collaboratively with their supervisees to promote well-being, and an environment in which employees can access their workplace.
Please remember that your personal health information is private. You should never feel the need to disclose personal health symptoms or diagnoses to a supervisor or colleague.
Proactive Measures and Supportive Actions
Informal employee supports help ensure employee well-being and are outside of formal policies. Some examples of flexible supports include:
- Add a fan to your office or workspace
- Request a personal refrigerator or a refrigerator near the workspace
- Access to more frequent bio-breaks
- Take short breaks to get some fresh air throughout the workday
- Request breathable uniform (as appropriate, allow adjustments to workwear for breathable policies)
- Ask a coworker to move an in-person meeting to an outdoor walking meeting
- Request an in-person meeting be moved to Zoom
- As possible, extended time for projects with check-ins to adjust as needed.
- Temporary/informal flexibility - e.g., stop working early on a particular day to manage symptoms and catch up on the work time another day rather than taking sick leave.
- Locate and use one of the designated employee's Rest Zones (e.g., at the Tang Center). Here’s a helpful map of where Rest Zones are and other ideal nap-time places on campus.
Proactive support from supervisors/managers and family members:
- Seek to understand menopause and its impacts:
- Diagnosis and treatment may take time and require ongoing doctor visits
- Some symptoms are temporary but impactful.
- Psychological symptoms can include anxiety, depression, and insomnia. Employees affected by menopause may request a more flexible schedule and more PTO than they usually do.
- Encouraging the use of resources and support for menopause
- Help to raise awareness of and normalize menopause and menopause symptoms
- Normalize formal flexible work arrangements to help employees with menopause symptoms
- Understand that sick days can be used for menopause symptoms and mental health
- Take advantage of opportunities to learn how to respond empathetically to anyone struggling or expressing needs.
- “How are you feeling?”
- “Do you want to talk about how it’s been going?”
- “I’m here to support you. Is there anything I can help you with? Or, here are some ways I might be able to support you…”
- As desired, offer to go on walks together or normalize build prep time on calendars for meeting prepping.
Flexible Work Arrangements
The Berkeley Flexible Work Arrangements process is the mechanism for requesting informal and ongoing flexible work arrangements. For people in menopause, helpful arrangements may include:
- Flexibility when an employee may need to work remotely or adjust working hours
- Ability to take breaks during the work day as needed
Flexible work agreements can serve as a mechanism for informal (“below the line”) supports that do not require a formal disability or medical accommodation request (e.g., temporary flexibility with hours, especially during hot days/months if an employee does not work in an air-conditioned building).
Sick Leave
All employees can use accrued sick leave to attend medical appointments per PPSM 2.210 Absence from Work, pages 4 & 17).
Accrued sick leave can be used for menopause symptoms, including mental health issues or concerns. If more than three consecutive days are needed, a supervisor or manager may request a note from your primary care physician.
Other Leave Options
If you have a serious health condition related to menopause and need time off of work to care for yourself, you may be eligible for paid leave. The Family and Medical Leave Act is a Federal law that provides up to 12 weeks of job-protected leave through unpaid leave. For more information regarding policies and eligibility requirements specifically for UC Berkeley’s employees, please refer to Family Medical Leave (FML).
In addition to FML, Pay for Family Care and Bonding (PFCB) is another type of paid leave benefit available to employees who need to take time off of work to provide care to a family member with a serious health condition.
Interested in exploring these options? Here’s how:
You can go to the Service Hub and start a request for medical leave and receive answers to your questions about these policies. Your doctor will need to sign a form that People and Culture will provide you with attesting to the need for leave. Your specific diagnosis will not be disclosed on this form or to People and Culture.
Community Resources
UC Sponsored Insurance Plans
- Kaiser members can receive assistance through Kaiser Member Services by calling 800-464-4000 or submitting something to their Primary Care Provider (PCP).
- UC Blue and Gold members can receive assistance through HealthNet Health Benefit Navigators by calling 800-539-4072 or emailing askblue&gold@healthnet.com.
- Anthem members (UC Care, UC Health Savings Plan, Core) can contact Accolade via phone at 866-406-1182 and through the online portal.
- Student Health Insurance Plan
- Please refer to Medical Plan Coverage
- How to make an appointment at UHS
Websites
More than 40 percent of female workers(link is external) are at least 45, the age at which women typically begin the transition to menopause. A 2023 survey by Bank of America found that 58 percent of women felt uncomfortable talking about menopause at work because it seemed too personal and because they worried they might be judged by co-workers. (NY Times.
Around 20% of the workforce is in some stage of menopause transition, according to Let’s Talk Menopause, a nonprofit trying to change the conversation about the subject.
Additional Supportive Websites:
Articles and Research
- Menopause in the Workplace: Guidance for Employers
- What is Menopause and How Long Do Symptoms Last
- How Menopause Affects Women of Color
- Including LGBTQ+ People in the Menopause Conversation
- LGBTQIA+ menopause: room for improvement
- Research Explores the Impact of Menopause on Women’s Health and Aging
- Impact of Menopause Symptoms on Women in the Workplace
- Menopause and Mental Health
Menopause Videos
Books
- The Menopause Brain: New Science Empowers Women to Navigate the Pivotal Transition with Knowledge and Confidence - Dr. Lisa Monconi (View Ted Talk)
- Preparing for the Perimenopause and Menopause - Dr. Louise Newson
- Black and Menopausal: Intimate Stories of Navigating the Change - Edited by Yansie Rolston and Yvonne Christie
- The Menopause Manifesto - Dr. Jen Gunter (View Ted Talk)
- Estrogen Matters - Avrum Bluming, MD, & Carol Tavris, PhD