Menopause in the workplace: what employers should be doing now

Menopause is becoming an increasingly important workplace issue, especially as more people are working later in life. For many employers, it’s likely that some staff are experiencing menopause or perimenopause, and for certain individuals, symptoms can significantly impact their wellbeing and ability to work effectively.

For larger employers (those with 250 or more employees), there’s a clear direction of travel: the Employment Rights Act 2025 framework will soon require these organisations to publish equality action plans, including measures on menopause support. While smaller organisations won’t be required to do this, the changes send a strong signal about the growing focus on menopause in the workplace.

Even though menopause isn’t currently a standalone protected characteristic under UK law, employers should be aware that workplace issues linked to menopause can still create legal risks. For example:

• In some cases, menopause symptoms may meet the legal definition of a disability if they have a substantial and long-term impact on day-to-day activities.
• Treating someone unfavourably because of menopause-related issues could fall within these protected characteristics.
• Employers have a duty to ensure workplace conditions don’t negatively affect employees’ health, which could include accommodating menopause-related needs.

Practical steps employers can take

For organisations of all sizes, adopting good practices around menopause can help reduce risks, support employees, and create a positive workplace culture. Smaller employers may not face formal reporting requirements, but acting now can reflect best practice and help prevent future issues.

Here are some practical steps to consider:

1. Create a Menopause Policy or Guidance
   Having clear information about how employees can access support and raise concerns can be invaluable. A policy doesn’t need to be overly complex—it’s about showing that you take menopause seriously and are ready to help.
2. Train Managers to Handle Sensitive Conversations
   Managers should feel confident talking about menopause and recognising when someone might need support. This could include understanding how symptoms might affect performance and knowing what adjustments can be made.
3. Consider Reasonable Adjustments
   Small changes can make a big difference. For example:
   • Flexible or temporary changes to working hours.
   • Access to cooler workspaces or improved ventilation.
   • Adjustments to uniforms or dress codes.
   • Allowing additional breaks when needed.
   These adjustments don’t need to be costly or complicated, but they can significantly improve an employee’s ability to work comfortably.
4. Handle Absence Fairly and Sensitively
   If someone needs time off due to menopause symptoms, it’s important to manage this with care. Reviewing your absence management processes to ensure menopause-related absences are treated fairly can help avoid unnecessary conflict or misunderstandings.
5. Encourage an Open Culture
   A workplace where employees feel comfortable discussing menopause and asking for support is likely to be more inclusive and supportive overall. This could involve raising awareness about menopause among all staff and showing that it’s not a taboo subject.

Why it matters

Supporting employees through menopause isn’t just about compliance or avoiding legal risks. It’s also about creating a workplace where people feel valued and supported. For smaller organisations, these steps can help retain experienced staff, reduce absence, and demonstrate a genuine commitment to employee wellbeing.

Even if your organisation isn’t directly affected by future reporting requirements, taking proactive steps now will align with emerging best practices and help minimise potential employment law risks.

For more information on this topic or to discuss other HR support needs, please contact Claire Parr in our team on 07385 475786.