Menopause, a natural stage in life, is finally gaining attention as a critical workplace issue. Symptoms like hot flushes, brain fog, insomnia, and anxiety can significantly impact professional performance and overall wellbeing. However, many women still face stigma, a lack of understanding, and inadequate support in their workplaces, leading to feelings of isolation, reduced productivity, and even resignations.
Recognising this, the Equality and Human Rights Commission (EHRC) has issued guidance clarifying that menopause symptoms can qualify as a disability under the Equality Act 2010. This means employers must make reasonable adjustments to support affected employees and avoid unlawful discrimination.
With menopause-related issues resulting in 14 million lost working days annually in the UK, taking action is not just a moral or legal requirement – it’s a business imperative.
What Employers Need to Do Now
Employers play a vital role in fostering a supportive, menopause-friendly workplace. Here are the essential steps businesses should take:
1. Develop a Menopause Workplace Policy
A clear policy ensures employees know their rights and available support while guiding managers on best practices.
• Resource: Help to Grow – Menopause Policy Guide.
2. Offer Flexible Working Options
Adjust work schedules to accommodate symptoms like fatigue, brain fog, or insomnia. Options may include remote working, flexible hours, or job-sharing.
3. Create Rest and Comfort Zones
Provide quiet areas for employees to take breaks or manage sudden symptoms like hot flushes.
4. Adjust Uniform Policies
Allow modifications to dress codes so employees can wear breathable, cooler clothing to stay comfortable.
5. Train Managers and Raise Awareness
• Implement training to help managers understand menopause symptoms and how they can offer support.
• Educate all employees to foster empathy and reduce stigma.
• Resource: CIPD Menopause Awareness Training.
6. Encourage Open Conversations
• Create a culture where employees feel comfortable discussing menopause without fear of judgment.
• Consider appointing “menopause champions” or providing access to HR and Employee Assistance Programmes (EAPs).
7. Sign the Menopause Workplace Pledge
Demonstrate your commitment to supporting employees by signing the pledge.
• Sign up: Wellbeing of Women – Menopause Workplace Pledge.
8. Regularly Review Policies
Continuously assess the effectiveness of menopause-related initiatives and adapt based on employee feedback.
What Employees Should Do if They Feel Discriminated Against
If you believe you are being treated unfairly due to menopausal symptoms, here’s what you can do:
Know Your Rights
• Under the Equality Act 2010, menopause symptoms can qualify as a disability if they have a substantial and long-term impact on your daily life.
• Discrimination linked to menopause could also fall under sex discrimination.
• Employers have a duty to make reasonable adjustments to support you.
Talk to Your Employer
• Request a Private Meeting: Speak to your line manager, HR department, or occupational health representative.
• Explain Your Needs: Describe how symptoms are affecting your work and request adjustments (e.g., flexible working, extra breaks, or a modified workspace).
• Keep Records: Document conversations, emails, and outcomes as evidence if needed.
Request Reasonable Adjustments
You have the right to ask for changes that can help you perform your role effectively. Adjustments might include:
• Flexible or remote working.
• Modifications to your uniform or work environment.
• Additional breaks or time off for medical appointments.
Raise a Formal Grievance
If informal discussions don’t resolve the issue:
• Follow your company’s grievance procedure to submit a formal complaint.
• Clearly outline instances of discrimination and how it has affected you. Include supporting evidence such as medical records or emails.
Seek External Support
If the issue remains unresolved:
• ACAS (Advisory, Conciliation and Arbitration Service) provides guidance on workplace disputes: ACAS Guidance on Discrimination.
• Contact the Equality Advisory and Support Service (EASS) for help navigating your rights.
The Bottom Line: A Shared Responsibility
For employers, addressing menopause in the workplace is both a legal obligation and an opportunity to retain skilled employees, reduce absenteeism, and foster a more inclusive workplace. For employees, understanding your rights and taking proactive steps to advocate for yourself is essential to achieving fair treatment.
By working together, employers and employees can create an environment where menopause is understood, supported, and no longer a taboo.
For further resources and support:
• EHRC Menopause Guidance: Equality and Human Rights Commission.
• CIPD Menopause Toolkit: CIPD Menopause Resources.
• Workplace Menopause Pledge: Wellbeing of Women Pledge.
Taking action today ensures a healthier, happier, and more equitable workplace for everyone.

Comments