Supporting World Menopause Day - 18 October

World Menopause Day is held every year on 18 October. The purpose of the day is to raise awareness of the menopause and the support options available for improving health and wellbeing.  

Hormonal changes associated with menopause can have wide-ranging impacts on cardiovascular health – that’s why cardiovascular disease is this year’s theme for World Menopause Day 2023

Here are a few ways menopause affects cardiovascular health: 

  • A decline in estrogen levels during menopause can increase cardiovascular risk factors, like high blood pressure 

  • A reduction in estrogen can contribute to the development of atherosclerosis, the hardening and narrowing of arteries due to the accumulation of plaque. This can increase the risk of heart disease, heart attacks, and stroke. 

  • Changes in hormone levels during menopause can contribute to an increase in blood pressure 

  • Diabetes Risk: Menopause can also increase the risk of developing type 2 diabetes, which is itself a significant risk factor for cardiovascular disease. 

Menopause guidance  

The University recognises that menopause can affect people in many different ways and we seek to offer a positive, open and supportive work environment where staff and their colleagues and managers are well-informed about how menopause can affect people in the work place, so that those who are experiencing negative effects of menopause feel able to ask for, and receive, the support they need to continue to thrive here at all stages of life.  

The University guidance on menopause in the workplace was launched in Trinity term 2022 and includes guidance notes for individuals who might be experiencing negative effects of menopause, and for those who support them. Alongside the guidance there are case studies and links to some carefully selected external and internal resources and sources of support. 

Feedback on the new guidance has been very positive so far, with many staff saying they welcome the space it creates for them to talk about this issue with colleagues and line managers.  

Menopause Network  

Our Menopause support ‘Teams network’ is up and running and now has over 150 members. It is proving to be a great space for those going through menopause to find and offer support, and share experiences and information about events. Information about how to find and join the network is available on the Menopause in the Workplace webpage. Do join the conversation if this is something that is affecting you, and pass the information along to colleagues. To join the network you first need to join the Wellbeing (staff) Teams channel by clicking on the ‘Connect’ Tile from Support others I Staff Gateway ( You can then request access to the Menopause Support Network by emailing  

Case studies  

We are grateful to the colleagues who have come forward with case studies for the Menopause in the Workplace webpage. They demonstrate that this is an issue which can affect a very wide range of people. Recent additions include menopause and menopausal symptoms induced by hormone treatment for endometriosis and for prostate cancer, and by Premature Ovarian Insufficiency. 

Past events 

In October 2022 we ran a workshop - Menopause: the last taboo - as part of the launch of our new guidance on Menopause in the workplace. It was really well attended and feedback has been positive. It is clear from the feedback on the new guidance, and the workshop, that one of the most important ways we can support colleagues who are affected by menopause, is by creating an open and supportive and well-informed space in which they can talk about the issues that are affecting them.  

In February we ran a follow up workshop that focused on how to be a good menopause ally which covered why menopause is a workplace issue, what is menopause, the stages, and possible impacts, Diagnosis and signposting, Menopause allyship - the do's and don'ts, and how to cultivate conversation.  

In March the Saïd Business ran a hybrid panel event on Menopause in the Workplace. Laura Jones, then the school’s Head of Diversity and Inclusion said “what an amazing audience we had for ‘Menopause in the Workplace: not just the 51%’, with well over 850 joining us at the School or on Zoom, plus we’ve seen hundreds more watch the event on YouTube”. 

Other HR policies which may be of support 

Flexible working (informal and formal): staff wishing to make a temporary or permanent change to their working hours can make a flexible working application 

Additional Annual leave: staff may wish to explore the option to arrange up to 10 additional days of annual leave to help them with managing their symptoms 

Sickness Absence: where an employee needs to take significant period of sickness absence related to menopause, the University treats this in the same way as disability related absence.  This means that it is recorded but menopause-related absence will be disregarded in cases where the total amount of absence might otherwise trigger disciplinary/capability procedures 

Career break: staff who are finding that they are so badly affected that they need to ‘step away’ from the workplace for a period of time might consider requesting a career break which would allow them to return to work after a period away 

Occupational health referral service -where staff are severely affected, a referral to the Occupational Health Service team for advice about workplace adjustments may be helpful.  


Menopause at work- online training course available through the POD team 

Free online training delivered by Women of a Certain Stage: Menopause the Basics 

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