Menopause at Work
Menopause is a workplace issue, not simply a personal one. For HR professionals, senior leaders and line managers, providing effective support is key to employee wellbeing, retention and inclusion—and it can also be a legal obligation. A consistent, informed approach helps people remain productive and confident at work while reducing the risk of grievances, absence and discrimination claims.
The legal position
Menopause is not itself a protected characteristic under the Equality Act 2010. However, unfavourable treatment connected with menopausal symptoms may amount to discrimination, harassment or victimisation where it relates to a protected characteristic such as sex, age or disability. If symptoms have a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities, they may meet the Act’s definition of disability. In that situation, the employer has a duty to consider reasonable adjustments and must avoid disability discrimination.
The Health and Safety at Work etc. Act 1974 also requires employers, so far as is reasonably practicable, to protect employees’ health, safety and welfare. Workplace risk assessments should therefore consider whether factors such as temperature, ventilation, uniform requirements, access to drinking water, toilets, rest areas, shift patterns or home-working arrangements could worsen symptoms.
What can you do in practice?
Train managers to recognise that experiences vary and to hold sensitive, confidential conversations without making assumptions.
Consider individual needs and review practical adjustments such as flexible hours, home working where feasible, additional breaks, access to a quiet rest space, changes to uniform, improved ventilation or a desk fan.
Conduct risk assessments – Include menopause-related factors in health and safety assessments across offices, operational settings and remote work.
Review and update policies. Ensure absence management, performance, capability and conduct processes do not disadvantage someone because of menopausal symptoms.
Support confidentiality and challenge jokes, stigma or dismissive behaviour.
A menopause-friendly workplace does not require a one-size-fits-all policy. It requires managers who listen, act consistently and are flexible to respond to individual needs.
Further guidance can be found: EHRC guidance and watch its explainer videos, and consult Acas guidance on menopause and discrimination.
If you have any questions regarding this topic, please don’t hesitate to contact: team@hrprime.couk
