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Menopause is a natural stage of life that affects half of the world's population, and almost 8 in 10 menopausal people are in work. As more menopausal women continue working, the impact of menopause symptoms on employment has become an important topic for companies. Symptoms of menopause, including hot flushes, brain fog, joint stiffness, sleep disturbances, and panic attacks, can be really disruptive and have a negative impact on a person's productivity and wellbeing. In fact, we know that 2 out of 3 women who experience menopausal symptoms say they have had a mostly negative effect on them at work.

With the increasing awareness of menopause-related discrimination and recent employment tribunal cases highlighting the legal duty of employers, it's important for HR professionals, business owners, and occupational health specialists to understand their legal obligations. This guide provides practical advice and guidance for employers on creating menopause-friendly workplaces, making sure your workplace is compliant with menopause employment law, and creating an inclusive workplace culture.

Understanding menopause and its impact

Menopause is when a person’s menstrual cycle stops, usually between 45 and 55. But for some, this can happen earlier for different reasons, like premature ovarian insufficiency,  health conditions, or medical treatments. In the years before menopause, called perimenopause, symptoms can start showing up—even as early as the late 30s.

The menopause transition often brings a wide range of symptoms, like psychological symptoms, menstrual health changes, and fluctuations in hormone levels, which can affect everyday activities and overall workplace performance.

Statistics show that nearly 1 in 4 menopausal employees suffer from severe menopause-related symptoms that impact their ability to work. The cost of menopause in terms of lost productivity and sickness absence is substantial, with menopause-related absence contributing to millions of lost workdays annually. By understanding menopause and its health aspects, employers can mitigate workplace risks and better support their employees through menopause.

It’s important to remember that menopausal symptoms aren’t just experienced by women. Anyone born with a uterus, including some trans and non-binary employees, may go through menopause and experience similar symptoms. Creating an inclusive workplace means recognising and supporting everyone who may be affected.

The legal framework: Menopause and employment law

Under the Equality Act 2010, menopause is not explicitly classified as a protected characteristic. However, employment tribunal cases have established that menopausal symptoms can be considered a disability if they have a long-term adverse effect on day activities. Employers need to be aware of their legal obligations regarding menopause-related discrimination, including:

• Age discrimination: Menopausal employees may face indirect discrimination due to the impact menopause has on women of a certain age group.
• Gender reassignment discrimination: Employees undergoing gender reassignment who experience menopause symptoms due to hormone level changes may also require legal protection.
• Disability discrimination: The legal definition of disability includes conditions that significantly impact daily life. Symptoms like joint stiffness, brain fog, and sleep disturbances can meet this threshold.

Recent tribunal cases, like Lynskey v Direct Line Insurance Services, reinforce the need for employers to consider reasonable adjustments and avoid unfair treatment of menopausal employees. Workplace policies need to align with employment rights and legal advice should be sought when necessary.

For more information on menopause employment law in the UK, have a read through our in-depth blog post here.

Reasonable adjustments and workplace solutions

Employers have a legal duty to provide reasonable adjustments to support menopausal employees. Examples of workplace adjustments include:

• Flexible working arrangements (remote work, adjusted hours)
• Workplace adjustments (temperature control, uniform modifications)
• Rest areas and access to cold drinking water
• Flexible sickness absence policies for menopause-related absence
• Adjusting workload and providing mental health support

By implementing these examples of workplace adjustments tailored to the needs of menopausal employees, you'll not only be legally compliant but also improving employee retention and creating an inclusive workplace culture.

Developing supportive policies

A well-structured Menopause Policy is essential in creating a menopause-friendly workplace. No two people will experience menopause in the same way, and your policy should reflect that by being comprehensive and flexible, as well as inclusive of all employees. A model menopause policy should include:

• Practical guidance on menopause-related symptoms and workplace risks
• A framework for making workplace adjustments
• Mental health support and access to Employee Assistance Programmes
• Practicalities around how to book time off and how many days your employees should be entitled to
• A commitment to favourable treatment and reducing indirect discrimination

If you're looking for inspiration to write or re-vamp an existing menopause policy at your company, have a look at our comprehensive Menopause Policy Template below.

Communication and support

Encouraging conversations about menopause in the workplace reduces stigma and promotes a supportive culture. Employers should:

• Provide training on the effects of menopause transition for managers
• Establish menopause advocates to support employees
• Offer guidance on menopause from occupational health professionals
• Integrate menopause specialists into workplace policies

A workplace culture that prioritises transparency will help employees feel comfortable discussing their experiences of menopause without fear of discrimination claims.

Case studies: Successful workplace support

Several companies have proactively implemented menopause policies to support their workforce. For example:

• Bain Capital 🏆: Through their partnership with Fertifa, Bain Capital is creating an inclusive culture at work by supporting their employees through menopause. They offer ongoing education for both employees and managers, unlimited one-on-one advice and support, and easy access to resources through a convenient app. Employees can also receive menopause treatments, including Hormone Replacement Therapy, delivered right to their door.
• Boots: As a leading pharmacy and health retailer, Boots has been supporting employees through menopause since 2018. Their employee assistance programme provides access to menopause-specific information, advice, and support. They also offer mental health first aid training to help staff recognise and assist colleagues in need. Since April 2022, Boots has covered the cost of HRT prescriptions for team members who require them.

Action plan for employers

To become a menopause-friendly employer, businesses should take the following steps:

1. Develop and implement a Menopause Policy
2. Train HR professionals and managers on menopause-related symptoms and discrimination claims
3. Adjust workplace policies to accommodate menopausal employees
4. Monitor workplace culture and track improvements

Employers must remain proactive in ensuring workplace policies align with evolving employment law and employee needs.

By addressing the impact of menopause symptoms, employers can create a more inclusive, legally compliant, and supportive workplace. Implementing workplace adjustments and seeking medical advice where necessary ensures all employees can thrive. Employers are encouraged to review their existing policies, take practical steps toward compliance, and explore additional resources on menopause-related discrimination and employment law.

For further reading, refer to our detailed employment report on menopause employment law compliance.