Menopause is no longer a private issue that employers can afford to overlook. As workplace awareness grows and UK employment law evolves, organisations are increasingly expected to provide effective support for employees experiencing perimenopause and menopause.

For HR teams, line managers, and business leaders, understanding menopause in the workplace is becoming essential for compliance, employee wellbeing, retention, and organisational performance.

Why Menopause Support Matters in the Workplace

Women aged 45 to 55 represent one of the fastest-growing groups in the UK workforce. Many are at the height of their careers, bringing valuable leadership, expertise, and institutional knowledge to their organisations.

However, symptoms of perimenopause and menopause can significantly affect workplace performance. These symptoms may include:

• Sleep disruption and fatigue

• Difficulty concentrating or memory lapses

• Hot flushes and night sweats

• Anxiety and low mood

• Joint and muscle pain

• Reduced confidence

Importantly, symptoms often begin several years before menopause itself, frequently without a formal diagnosis.

Without adequate workplace support, businesses risk losing experienced employees at a critical stage in their careers.

The Business Cost of Poor Menopause Support

A lack of menopause awareness and support can have a direct impact on business performance.

Common consequences include:

• Increased sickness absence

• Reduced productivity and performance

• Higher employee turnover

• Loss of experienced female leaders

• Recruitment and retraining costs

• Increased employee relations issues

  
  

Employment tribunal claims involving menopause have also risen significantly in recent years, highlighting the growing legal risks associated with inadequate support and unmanaged workplace concerns.

Beyond compliance, organisations are increasingly judged on their approach to equality, diversity, inclusion, and employee wellbeing. A visible commitment to menopause support can strengthen employer reputation and improve employee engagement.

Employment Rights Act 2025: What Employers Need to Know

The Employment Rights Act 2025 represents one of the most significant changes to UK employment legislation in recent decades.

For the first time, menopause is specifically recognised within a major employment law framework.

Equality Action Plans

Employers with 250 or more employees are expected to publish an Equality Action Plan covering:

• Gender pay gap reduction

• Menopause support measures

  
  

The requirement has been voluntary since April 2026 and is expected to become mandatory from Spring 2027.

Plans must include evidence-based actions such as:

• Menopause awareness and manager training

• Occupational health support

• Workplace risk assessments

• Menopause support groups

• Policy development and review

At least two actions across the overall plan must be new initiatives or actively in progress.

Menopause and the Equality Act 2010

Regardless of organisation size, all employers remain subject to the Equality Act 2010.

Where menopause symptoms have a substantial and long-term impact on an employee's daily activities, they may be considered a disability under the legislation.

This means employers may have a legal duty to provide reasonable adjustments for menopause and could face claims relating to:

• Disability discrimination

• Sex discrimination

• Age discrimination

• Failure to make reasonable adjustments

The risk is particularly significant during perimenopause, when symptoms may affect attendance or performance before a formal diagnosis has been obtained.

Reasonable Adjustments for Menopause at Work

Many menopause-related adjustments are inexpensive, practical, and easy to implement.

Examples include:

• Access to temperature control, such as desk fans or windows

• Flexible start and finish times

• Hybrid working or temporary home working arrangements

• Easy access to drinking water and toilet facilities

• Modifications to uniforms or personal protective equipment

• Adjustments to physically demanding duties

• Permission to take short breaks during hot flushes

• Occupational health referrals

• Access to specialist menopause support

Consistency is vital. Employees should receive fair and equitable support regardless of department, location, or manager.

Training Managers to Support Menopause Effectively

Line managers are often the first people employees approach when menopause symptoms begin affecting work.

However, many managers feel uncertain about how to handle these conversations appropriately.

Effective menopause training for managers should help them:

Recognise Possible Menopause Symptoms

Managers should understand that changes in concentration, confidence, attendance, or performance may have an underlying health cause.

Offer Appropriate Workplace Adjustments

Managers need clear guidance on which adjustments can be implemented immediately and when additional support is required.

Signpost Further Support

Managers should know when to refer employees to:

• Occupational health

• HR teams

• Employee assistance programmes

• Specialist menopause clinicians

Managers do not need clinical expertise. They need confidence, practical knowledge, and a clear process to follow.

Creating a Menopause-Friendly Workplace

The most successful organisations take a strategic approach to menopause support.

A strong workplace menopause programme typically includes:

A Written Menopause Policy

A dedicated menopause policy should align with wider wellbeing, equality, and absence management procedures.

Menopause Champions

Having trained menopause champions provides employees with visible points of contact for support and guidance.

Senior Leadership Support

Visible backing from senior leaders helps normalise conversations and reduce stigma.

Access to Clinical Expertise

Awareness campaigns are valuable, but employees often benefit most from direct access to qualified menopause specialists who can provide evidence-based advice and treatment recommendations.

Monitoring and Evaluation

Organisations should assess whether workplace support is being used effectively and producing measurable outcomes.

Closing the Compliance Gap

As employers prepare for evolving workplace requirements, many are recognising the need for structured, evidence-based menopause support.

The Independent Health and Wellbeing Group works with organisations to develop compliant menopause workplace strategies through:

• Menopause Champion Training

• Compliance Manager Training

• Menopause Policy Licensing

• On-site Clinical Menopause Services

• Midlife Health Programmes

These services help organisations create sustainable menopause support frameworks while strengthening compliance, retention, and employee wellbeing.

What To Do If You're Not Being Supported at Work

If you feel your employer is not adequately supporting your menopause symptoms, consider taking the following steps:

1. Raise the issue with your manager or HR department in writing.

2. Clearly explain the workplace adjustments you need.

3. Request a reasonable adjustments discussion if symptoms are having a significant impact.

4. Ask whether occupational health services are available.

5. Seek assessment from a menopause specialist.

6. Obtain a clinical letter outlining symptoms and recommended adjustments.

7. Use your organisation's formal grievance process if necessary.

8. Consider seeking advice from ACAS or your trade union representative.

   
   

The Future of Women's Health in the Workplace

Menopause is likely to be only the beginning of wider workplace health reforms.

Government discussions increasingly reference support for conditions including:

• Endometriosis

• Fibroids

• Polycystic Ovary Syndrome (PCOS)

• Other women's health conditions affecting employment

The direction of travel is clear. Employers are increasingly expected to provide evidence-based support and demonstrate meaningful action on workplace health and equality.

Organisations that invest now in menopause policies, manager training, and clinical support will be better positioned to meet future compliance requirements while retaining valuable talent.

Frequently Asked Questions

Do employers legally have to support menopause at work?

Yes. Employers with 250 or more employees are expected to publish Equality Action Plans that include menopause support measures. In addition, all employers must comply with the Equality Act 2010, under which menopause symptoms may qualify as a disability requiring reasonable adjustments.

What are reasonable adjustments for menopause?

Reasonable adjustments may include flexible working arrangements, temperature control measures, easier access to drinking water and facilities, adapted duties, workplace equipment, and access to occupational health or specialist menopause support.

What should I do if my employer is not supporting my menopause symptoms?

Start by raising the issue with your manager or HR team and requesting specific adjustments. Seeking support from a menopause specialist and obtaining clinical evidence can strengthen discussions. If concerns remain unresolved, consider your organisation's grievance process and seek advice from ACAS.

About Bristol Menopause Clinic

Bristol Menopause Clinic, part of The Independent Health and Wellbeing Group, provides expert menopause care for individuals and workplace menopause support programmes for employers across Bristol, the South West, and the UK.

To learn more about Menopause Champion Training, Compliance Manager Training, workplace menopause policies, and clinical support services, contact our team today.