FSRH, BMS, RCOG, RCGP, FOM, and FPH release joint position statement in response to the BMA report ‘Challenging the culture on menopause for doctors’

Posted 18 August 2020

Date: 18 Aug 2020

Type: FSRH Press Releases and Statements

The British Medical Association (BMA) report, published on August 6th, examined findings from a survey of 2,000 BMA members carried out to understand the specific challenges faced by doctors working through the menopause.

The BMA report concluded that there is a ‘fear to speak out about the menopause’ among the doctors surveyed. Symptoms, such as insomnia, fatigue, loss of confidence and debilitating hot flushes were reported by 90% of the doctors surveyed who felt this affected their ability to work, with 38% describing the impact as ‘significant’. Almost 50% of respondents mentioned they wanted to discuss the topic with their manager but did not feel comfortable. 

In our joint position statement with the British Menopause Society, Royal College of Obstetricians and Gynaecologists, Royal College of General Practitioners, Faculty of Occupational Medicine and the Faculty of Public Health, we make the following recommendations:

  1. 1. Employers should ensure that policies are in place to help employees who are experiencing menopause related symptoms and support them during their menopause transition.
  2. 2. Women should be encouraged to seek help for managing their menopausal symptoms and should be made aware of resources available for guidance. Information should also be provided to women on how they can access menopause advice and to make an informed decision on their management options.
  3. 3. Employers should have defined pathways in place such as online training for employers and educational webinars on the menopause. This should be offered to managers, supervisors and team leaders. Employers should also include working flexibly (where possible) and adjustments to the workplace environment as part of such pathways.
  4. 4. There is also a need for such processes to be rolled out nationally and to be included in local health service policies.
  5. 5. The incorporation of menopause support in workplace culture, policies and training should be in accordance with all legislative requirements in particular the requirements of the Health and Safety at Work Act 1974, the Management of Health and Safety at Work Regulations 1999 and the Equality Act 2010.
  6. 6. Both individual and organisational level interventions are therefore recommended in order to meet the needs of working menopausal women.


To read our joint position statement, click here.