Around 4.5 million women aged 50 to 64 are currently in the UK workforce, and the majority will experience menopause during their working lives. Despite this, many employers still have no policy, no training, and no real understanding of how menopause can affect work. That is a problem, both for the employees going through it and for the businesses losing experienced, valuable staff as a result.
This guide covers the scale of the issue, the legal risks for employers who get it wrong, and the practical steps you can take to create a supportive workplace.
Why menopause matters at work
Menopause is not a niche issue. Research by the Fawcett Society found that one in ten women who worked during the menopause left their job because of their symptoms. A further 14% reduced their hours and 14% went part-time. The CIPD's survey of over 2,000 women found that two-thirds said menopause symptoms had a negative impact on their work.
For SMEs in particular, where every team member counts, losing experienced employees means losing knowledge, skills, and relationships that are expensive to replace.
Common symptoms and their workplace impact
Menopause typically occurs between the ages of 45 and 55, though perimenopause (the transition phase) can start several years earlier. Symptoms vary widely between individuals, but the most common ones that affect work include hot flushes and night sweats (which disrupt sleep and cause discomfort during the working day), difficulty concentrating and memory problems (often described as "brain fog"), fatigue and reduced energy levels, anxiety, low mood, and mood changes, joint and muscle pain, headaches, and urinary problems.
These symptoms can fluctuate unpredictably, making it important for employers to offer flexibility rather than rigid policies. It is also worth noting that menopause does not only affect women. Trans men and non-binary people assigned female at birth can also experience menopause, and your policies should use inclusive language.
Legal protections for menopausal employees
There is no standalone "Menopause Act" in UK law. The Government considered and rejected calls for one. However, employees experiencing menopause are protected under existing legislation, and the legal risks for employers who handle it badly are real and growing.
The Equality Act 2010
Menopause can engage three protected characteristics under the Equality Act 2010.
Sex discrimination. Treating an employee less favourably because of menopause symptoms could amount to sex discrimination, since menopause predominantly affects women.
Age discrimination. Menopause is strongly associated with a particular age group. Policies that disadvantage menopausal employees could amount to indirect age discrimination if they cannot be objectively justified.
Disability discrimination. If symptoms are severe enough to have a substantial and long-term adverse effect on day-to-day activities, the employee may be considered disabled under the Act, triggering the duty to make reasonable adjustments.
Tribunal cases where employers got it wrong
Employment tribunals have increasingly found in favour of employees bringing menopause-related claims. In Merchant v BT (2012), the tribunal found that the employer failed to make reasonable adjustments and that the employee's symptoms amounted to a disability. In Rooney v Leicester City Council (2022), a teacher won claims of disability discrimination after her employer failed to consider menopause as a factor in her absence and performance. In Davies v Scottish Courts and Tribunals Service (2018), a manager's dismissive comments about symptoms constituted harassment.
The trend is clear. Tribunals expect employers to take menopause seriously, to consider it when managing absence and performance, and to make adjustments where appropriate. Ignoring it is not a neutral position. It is a risk.
Our guide on the cost of employment tribunals for SMEs explains the financial and operational impact of getting these decisions wrong.
Reasonable adjustments
Many effective adjustments are straightforward and low-cost. They include providing temperature control (fans, seating near windows), allowing flexible working such as adjusted start times or working from home, providing easy access to cold drinking water and toilet facilities, offering rest areas for when symptoms flare up, allowing dress code adjustments (more breathable fabrics or the option to remove a jacket), and taking a supportive approach to absence management rather than triggering formal procedures automatically.
The key principle is to treat each person as an individual. Ask what would help, listen, and act on it where you reasonably can.
Creating a menopause policy
A written menopause policy sends a clear message that your organisation takes the issue seriously. It does not need to be lengthy or complicated, but it should cover the following.
A statement of intent. Confirm that your business recognises menopause as a workplace issue and is committed to providing support.
Guidance for managers. Explain how menopause can affect work and how managers should respond when an employee raises it. The emphasis should be on listening and looking for practical solutions.
Available adjustments. List the types of adjustments available, so employees know what to ask for and managers know what they can offer.
Absence management. Explain how menopause-related absence will be handled. Consider recording it separately from other sickness absence so it does not trigger formal processes unnecessarily.
Confidentiality. Reassure employees that discussions about menopause will be treated confidentially and shared only with those who need to know.
Our policies and procedures service can help you draft a menopause policy tailored to your business that meets best practice and is easy for managers and employees to follow.
Manager awareness training
Managers are the front line of workplace support, and many find menopause a difficult topic to raise or respond to. Training helps to overcome this.
Effective training should cover how symptoms can affect work, how to have a supportive conversation, what adjustments are available, how to manage attendance fairly without penalising menopause-related issues, and the legal risks of getting it wrong. The goal is not to turn managers into medical experts. It is to give them the confidence to respond appropriately when an employee asks for support.
Our HR training packages include menopause awareness sessions that we can deliver to your management team. This is one of the most practical steps you can take to improve your workplace culture around menopause.
EHRC guidance
Although the Government rejected a standalone Menopause Act, the Equality and Human Rights Commission (EHRC) published guidance in February 2024 addressing menopause in the workplace. The guidance confirms that menopause symptoms can amount to a disability under the Equality Act and that employers should take a proactive approach to support.
The EHRC guidance is not legally binding, but tribunals are likely to take it into account when assessing whether an employer acted reasonably. Employers who follow it will be in a much stronger position if a claim is brought.
Building a supportive culture
Beyond policies and procedures, the most important thing is to create a workplace culture where menopause is not a taboo subject. Employees should feel able to talk about their symptoms and ask for support without embarrassment or fear of negative consequences.
Simple steps include talking about menopause openly in wellbeing initiatives, including menopause in health and wellbeing policies alongside other conditions, making sure the whole team understands the issue, and ensuring that dismissive comments or behaviour are treated seriously. Our guide on workplace bullying and harassment explains how such comments can cross the line into harassment.
How Rebox HR can help
Supporting employees through menopause is not complicated, but it does require awareness, the right policies, and managers who are confident enough to have the conversation. At Rebox HR, we help SMEs across the UK build workplaces where every employee can do their best work.
We can help you draft a menopause policy as part of a wider review of your HR policies, deliver manager training through our HR training service, review your absence management processes to ensure they are fair and supportive, and provide ongoing advice through our retained HR support packages.
Book a free consultation with our team to discuss how we can help, or call us on 01327 640070.
