Working life in Scotland is perhaps better than it used to be for those living through menopause. Across the public and private sectors, a growing range of support measures – from flexible hours and hybrid arrangements to cooler offices and specialist clinical assistance – are helping staff manage severe symptoms such as depression, memory loss, and exhaustion.
The improving picture is to be welcomed, but far too many women continue to suffer in silence. Some are even driven to quit their jobs, taking their talent and skills with them.
Thanks to a national menopause policy developed jointly by employers and trade unions, Scotland’s college sector is helping to break that silence. Our goal is to ensure staff can speak up about their needs so that they continue excelling at work.
Moreover, and as we approach World Menopause Day, colleges and trade unions want to make it clear that this policy – with communication and dialogue at its heart – is not just a statement of intent. It is a practical expression of the Scottish Government’s Fair Work vision, embedding principles of Effective Voice, Opportunity, Security, Fulfilment and Respect into everyday workplace practice.
A Joint Approach, Built on Fairness
Colleges and trade unions have always advocated for workplaces to be democratic, with staff playing a direct role in shaping working conditions. The Menopause Policy reflects this spirit, having been developed collectively by college employers and the four nationally recognised trade unions: the EIS-FELA (for college lecturers) and UNISON, Unite and GMB (for support staff).
Crucially, the policy, because it is the product of negotiation, carries legitimacy and trust. This shared ownership increases the likelihood that it will be implemented consistently and with commitment.
The policy has also resulted in initiatives – among them support and drop-in sessions, and bespoke manager training – which are deepening engagement and boosting employee influence.
Delivering on the Fair Work Dimensions
Scotland’s Fair Work Framework sets out five key dimensions. The college sector’s Menopause Policy aligns with each in clear, practical ways.
Effective Voice
- The policy gives employees confidence to raise menopause-related issues with line managers, HR, or trade union representatives.
- By embedding dialogue into policy, staff can speak openly and without shame or stigma.
- Trade unions, particularly UNISON, have been instrumental in driving the policy forward, ensuring employee voices shape it and influence its implementation.
Opportunity
- The policy covers all employees: full-time, part-time, fixed term and non-permanent. No group is excluded.
- It provides equal access to adjustments such as flexible working, ensuring that menopause does not unfairly restrict career development or job progression.
- This aligns with Fair Work First criteria on offering flexible and family-friendly work from day one.
Security
- Menopause can threaten job security and workplace participation if symptoms worsen and are un-managed. Staff may feel pressure to reduce their hours. Many will even leave work.
- The policy mitigates this risk by enabling provision of supportive measures such as hybrid working, flexible hours, extra breaks and other tailored adjustments.
- By ensuring staff can remain in their roles, the policy strengthens employment security.
Fulfilment
- When staff are supported, they are able to perform at their best.
- Some colleges have introduced Menopause Champions, wellbeing groups and training for managers, and these are helping staff feel valued and empowered.
- This creates workplaces where employees can continue to contribute fully, with confidence and pride.
Respect
- Recognition of menopause as a legitimate workplace issue signals dignity and respect.
- Practical measures – such as cooler offices, fans, access to water, and flexible clothing policies – demonstrate awareness and respect for individual needs.
- By tackling stigma and shame, the policy helps build inclusive, supportive environments where everyone is treated fairly.
Making the Menopause Policy a reality
The Policy is now being embedded at all of Scotland’s colleges. Examples of this work include:
- Flexible and hybrid working: Edinburgh, Dundee & Angus, and UHI North, West & Hebrides colleges have offered home working or hybrid arrangements, while institutions such as Forth Valley and Glasgow Kelvin colleges offer additional or extended breaks and flexible work times.
- Environmental changes: cooler offices, desk and neck fans, and easier access to water are boosting comfort at work.
- Support networks: NESCOL’s Menopause Champions and UHI Moray’s +Ve Pause voluntary support groups are among initiatives which have given staff safe spaces to share experiences and assist each other.
- Manager training: awareness sessions, such as those offered at Edinburgh College, mean managers are more confident when discussing the menopause, undertaking sensitive risk assessments, and agreeing personalised support plans.
These examples illustrate Fair Work in action. Workers have a voice, receive respect, and experience tangible support.
Why This Matters
The Menopause Policy is not simply about adjustments. It is also about culture change:
- Breaking stigma so staff can talk openly about their needs.
- Embedding fairness so that menopause is not a hidden barrier to work, progression or ambition.
- Retaining skills and experience by ensuring talented staff are not forced out of the workforce.
- Promoting equality, particularly gender equality, by recognising the disproportionate impact menopause has on the working lives of women.
As one college staff member put it, these supports can be “literally life-changing”.
Sustaining Progress: Continuous Change and Improvement
In line with Fair Work First guidance, the policy commits to regular review – usually every three years. For progress to continue, colleges and unions must:
- Keep raising awareness across staff and all levels of leadership so that understanding of the menopause and its impact is maximised.
- Monitor the use of adjustments and address any gaps.
- Ensure consistent application across all colleges, while providing flexibility so that institutions can respond to local needs.
- Encourage feedback from those affected.
Supporting staff, improving lives
The Menopause Policy at Scotland’s colleges is not just supporting staff; it demonstrates what Fair Work looks like in practice. By embedding the five Fair Work Dimensions and meeting Fair Work First criteria, the policy is improving lives, retaining skills and experience, and boosting economic resilience. Most importantly, it is enabling individuals to speak openly and be listened to.
Of course, the task is not complete and there remains much to do. This Menopause Day, colleges and trade unions want to stress their collective, ongoing commitment to maximising support. Working together, we will ensure dignity, respect and fairness are everyday realities for all.
Co-Authored by:
- Janet Stewart, UNISON Regional Organiser
- John Anderson, Acting Director of College Employers Scotland
- Sarah Collins, National Officer for Further Education, EIS