The East Midlands Ambulance Service (EMAS) has neglected to follow up on its stance regarding male menopause after an announcement that it was permitting staff to take a year of paid leave for the condition.

"Andropause" also known as male menopause, is not a clinically recognised condition.

In October, the ambulance service made headlines when it declared that its employees experiencing symptoms of male menopause — such as mood swings, irritability, sleep issues, or low energy — would be eligible to request paid leave.

Former Take That star Robbie Williams has also recently disclosed that he's been experiencing symptoms attributed to male menopause, attributing it to a range of issues including hair thinning, decreased libido, insomnia, and fatigue.

In severe cases, those affected by male menopause might suffer from symptoms like erectile dysfunction and gynecomastia, commonly referred to as "man boobs."

EMAS spokespeople emphasised that there is no distinct or specialised leave policy granting staff a full year of sick leave with pay. Instead, the duration of any absence for health reasons is determined through consultation with a medical professional or healthcare expert.

Furthermore, they noted that the Andropause guidance document was published by NHS employers as a recommended practice. It aims to assist managers and staff in identifying suitable ways to mitigate or reduce the impact of symptoms.

Tina Richardson, Deputy Director of Human Resources and Organisational Development at East Midlands Ambulance Service, said: "We take the health and wellbeing of our staff seriously, and managers use this kind of supplementary guidance to support conversations and provide available options for colleagues who are unwell.

"It does not replace or supersede standard NHS terms and conditions of employment, which our organisation adheres to.

"Depending on an employee's illness or injury, we may refer staff to occupational health, suggest lifestyle changes, and/or any reasonable adjustments to allow them to remain at work as they manage their own personal condition."

When members of the media requested data on how many staff members had benefited from this guidance, the organisation was unable to provide specific figures due to the varied symptoms associated with the condition.

Additionally, they were not in a position to facilitate contact with employees currently affected by these health issues.

The service expressed its commitment to fostering greater understanding and support for men experiencing Andropause, planning to enhance awareness through training and development initiatives for all staff members.

Yet, when asked about the specifics of this training, the response directed to a Facebook post, which stated: "At EMAS, we're continually developing ways to support our staff.

"It's not 'woke' or wrong to prioritise health and wellbeing. Listening and providing care is what we do in the communities we serve – it would be wrong of us not to take a strong stance when caring for our employees too."

As a follow up, we chose to ask United Lincolnshire Hospitals Trust if they would be following in the footsteps of EMAS and adopting the guidance.

A spokesperson simply responded: "Our sickness policy is made in accordance with the standard NHS terms and conditions of employment."