University Health Services

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(link is external) 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.

The Berkeley Flexible Work Arrangements(link is external) 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). 

All employees can use accrued sick leave to attend medical appointments per PPSM 2.210 Absence from Work(link is external), 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. 

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(link is external) 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)(link is external).

In addition to FML, Pay for Family Care and Bonding (PFCB)(link is external) 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(link is external) 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.