Menopause in the Workplace: Employer's Guide

Around 4.5 million women aged 50-64 are in employment in the UK, and menopause affects them all. Employers who support staff through menopause retain talent, reduce absence, and avoid discrimination claims.

Understanding Menopause

What Is Menopause?

Menopause is when a woman stops having periods, typically between ages 45-55. The average age in the UK is 51.

Perimenopause is the transition period before, which can last several years. Symptoms often start here.

Common Symptoms

Symptoms vary hugely but can include:

Physical:

• Hot flushes
• Night sweats (affecting sleep)
• Fatigue
• Headaches
• Joint pain
• Heart palpitations

Psychological:

• Anxiety
• Low mood/depression
• Difficulty concentrating
• Memory problems
• Loss of confidence
• Mood swings

Other:

• Sleep problems
• Urinary issues
• Heavy periods (perimenopause)

Impact on Work

Symptoms can affect:

• Concentration and focus
• Memory and recall
• Confidence to speak up
• Temperature comfort
• Need for breaks
• Attendance
• Performance

The Legal Framework

Equality Act 2010

Menopause isn't a protected characteristic itself, but protection comes via:

Age discrimination: Menopause predominantly affects women aged 45-55. Treating them less favourably could be age discrimination.

Sex discrimination: Only women experience menopause. Policies that disadvantage menopausal women could be indirect sex discrimination.

Disability discrimination: If symptoms are severe, long-term, and substantially affect day-to-day activities, menopause can be a disability. Then you must make reasonable adjustments.

Health and Safety

Under the Health and Safety at Work Act, you must:

• Assess risks to all employees
• Consider temperature and ventilation
• Provide welfare facilities
• Address individual needs

Landmark Case: Rooney v Leicester City Council

Ms Rooney was dismissed for poor performance and sickness absence related to menopause symptoms.

The tribunal found:

• Employer should have recognised symptoms were menopause-related
• Failed to make reasonable adjustments
• Disability discrimination (symptoms amounted to disability)

The case highlighted the need to train managers and consider menopause as a potential factor.

Upcoming Legal Requirements

Employment Rights Act 2025

The Act introduces menopause action plan requirements:

Timeline	Requirement
April 2026	Voluntary action plans encouraged
2027	Mandatory action plans (details TBC)

Larger employers should start preparing now.

What Action Plans Will Cover

Likely to include:

• Workplace support measures
• Manager awareness
• Adjustment procedures
• Communication approach
• Monitoring and review

Reasonable Adjustments

Temperature and Environment

Adjustment	How It Helps
Desk fan	Immediate cooling during hot flush
Desk near window	Fresh air, natural cooling
Away from heat sources	Avoid radiators, sunny spots
Temperature control	Ability to adjust heating/AC
Rest area	Quiet, cool space to recover

Working Arrangements

Adjustment	How It Helps
Flexible start/finish	Accommodate poor sleep
Working from home	Comfort, temperature control
More frequent breaks	Manage symptoms
Reduced workload temporarily	If struggling with concentration
Avoid presenting/meetings	If confidence affected

Facilities

Adjustment	How It Helps
Easy toilet access	Urinary symptoms, heavy periods
Cold water access	Temperature regulation
Sanitary products	Heavy periods
Changing facilities	If sweating
Uniform flexibility	Layers, natural fabrics

Absence Management

• Consider menopause when reviewing absence
• Don't automatically apply triggers
• Record menopause-related absence separately
• Be flexible with appointments

Creating a Menopause Policy

Key Elements

1. Commitment statement - Organisation supports employees through menopause

2. Scope - Who it applies to (all affected, including trans men and non-binary people)

3. Manager responsibilities - Training, sensitivity, adjustments

4. Support available - OH, EAP, HR, peer support

5. Adjustments process - How to request, examples, decision-making

6. Absence management - How menopause absence is treated

7. Confidentiality - Information kept private

8. Training - For managers and awareness for all

Sample Policy Statement

[Company name] recognises that menopause is a natural life stage that can significantly affect employees at work. We are committed to providing a supportive environment where employees feel comfortable discussing menopause and requesting adjustments. We will treat any health issues related to menopause sensitively and make reasonable adjustments where needed.

Manager Training

Train managers to:

Recognise Signs

• Changes in behaviour or confidence
• Increased absence
• Performance changes
• Requests for adjustments
• Visible discomfort

Have Conversations

• Create safe space to discuss
• Listen without embarrassment
• Don't make assumptions
• Ask what would help
• Follow up appropriately

Respond Appropriately

• Take concerns seriously
• Explore adjustments
• Maintain confidentiality
• Refer to OH if needed
• Document discussions

Avoid Mistakes

• Don't dismiss or minimise
• Don't make jokes
• Don't assume age = menopause
• Don't share information
• Don't ignore the issue

Having the Conversation

If an Employee Raises It

• Thank them for telling you
• Find a private space
• Listen without interrupting
• Ask how it's affecting them
• Ask what would help
• Agree next steps
• Follow up afterwards

Opening Phrases

• "Thank you for telling me. How can I support you?"
• "I want to help make work easier for you. What would help?"
• "Let's talk about what adjustments might work."

What to Avoid

• "Is it the menopause?" (let them tell you)
• "My wife went through that..." (not about you)
• "Can't you just take HRT?" (medical decisions are theirs)
• "You don't look old enough" (irrelevant and awkward)

Supporting All Affected Employees

Remember menopause can affect:

• Cisgender women
• Trans men (who haven't had surgery)
• Non-binary people
• People who've had early menopause
• Those on certain medications

Use inclusive language in policies and conversations.

Building a Supportive Culture

Raise Awareness

• Menopause awareness sessions
• Information on intranet
• Include in health and wellbeing activities
• Mark World Menopause Day (18 October)

Reduce Stigma

• Leadership talking openly
• Encourage conversations
• Share resources
• Peer support groups

Review Policies

• Check absence policy
• Review uniform requirements
• Assess flexible working approach
• Consider temperature/environment

Practical Steps for SMEs

Don't have big budgets? Focus on:

1. Train managers - Even informal training helps
2. Be flexible - Small adjustments cost nothing
3. Open door - Let people know they can talk
4. Desk fans - Cheap and effective
5. Uniform flexibility - Allow layers, natural fabrics
6. Flexible working - Consider requests sympathetically
7. Absence sensitivity - Don't penalise menopause absence

The Business Case

Supporting menopausal employees:

• Retains experienced talent
• Reduces absence
• Improves productivity
• Avoids discrimination claims
• Enhances employer brand
• Supports diversity and inclusion

Research suggests menopause symptoms lead to:

• 14% of women reducing hours
• 14% considering leaving
• 8% actually leaving work

That's a lot of talent to lose unnecessarily.