In recent years, there has been growing recognition of the ways in which menopause can negatively affect women in their working lives. In 2024, we highlighted new guidance that had been issued by the Equality and Human Rights Commission surrounding menopause symptoms in the workplace. And with ever-increasing acknowledgment of these difficulties, it is important that employers understand their legal responsibilities to those workers who are facing them.

A DWP report in 2025 noted that there was “considerable evidence that some women going through menopause experience symptoms which can impair their confidence and well-being at work and, to a lesser extent, their ability to effectively do their jobs.”

Significantly though, the report also noted that there was much less evidence on the kinds, and extent, of support offered by employers in the workplace. What evidence there was suggested this support was “disparate and uneven”.

Menopause symptoms

Menopause is the natural ending of a woman’s periods due to a reduction in hormone levels. It usually occurs between ages of 45 and 55 but it can happen earlier or later. Perimenopause is when a woman’s periods have not stopped completely but she experiences the same kind of symptoms.

Symptoms, particularly those which may affect someone in the workplace, can include (but are not limited to):

  • Hot flushes and night sweats
  • Difficulty sleeping – which can easily lead to increased stress, anxiety, and irritability
  • Mood changes – including low mood, depression, and mood swings
  • Difficulties with memory or concentration
  • Urinary tract infections – which may cause an increased need to go to the toilet
  • Weight gain
  • Headaches and migraines
  • Muscle and joint pain

The legal framework around menopause in the workplace

There is no legislation that focuses specifically on menopause symptoms in the workplace, but there is a clear cross-over with the significant responsibilities set by the Equality Act 2010 and the Health and Safety at Work etc. Act 1974.

The Equality Act 2010

The Equality Act 2010 contains a set of characteristics that are protected from discrimination or harassment. Several of these characteristics are relevant in relation to discriminatory behaviour around menopause symptoms, namely:

  • Age
  • Disability
  • Gender reassignment
  • Sex

The implications of this are that any direct discrimination of someone in relation to the menopause may be in breach of the Act’s provisions. For example, derogatory comments or attitudes towards someone who is experiencing menopausal symptoms could be age or sex discrimination, or gender reassignment discrimination if they are transgender.

More likely, however, is indirect discrimination, whereby an action (such as a policy or working practice) has the effect of disadvantaging workers because of a protected characteristic that they share.

Disability discrimination

Significant menopause symptoms can constitute a disability. The Equality Act defines disability as a physical or mental impairment that has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities.

Employers are required to make ‘reasonable adjustments’ to accommodate disabled workers, and so this will apply if an employee’s menopause symptoms are such that they meet the definition of disability.

Examples of adjustments that could be made are:

  • Relaxing uniform policies
  • Providing facilities such as quiet rooms, where someone experiencing symptoms can take a break
  • Offering flexible working arrangements

Health and Safety at Work etc. Act 1974

Employers have a general duty to ensure the health, safety, and welfare of their employees ‘so far as is reasonably practicable’. This includes operating a safe working environment, adopting safe systems of work, and conducting risk assessments.

In the context of employees who may experience menopause symptoms, doing all that is reasonably practicable to ensure their health and welfare could mean making changes to workplace environmental conditions, layout, and provision of facilities.

To be clear, it is not the employer’s role to somehow remove these symptoms, but it is their duty to support the employee in minimising impact those symptoms have on their wellbeing and their ability to carry out their role.

Supporting workers with menopause symptoms

A good first step is to review your workplace policies with menopause symptoms in mind. Consider whether any changes need to be made – or whether a new menopause policy needs to be introduced – to avoid any discrimination, and to help and support employees who might be struggling with their symptoms.

For any employees who are experiencing symptoms to an extent that they can be considered a disability, it is important to discuss with them what reasonable adjustments could be made to accommodate them.

The Equality and Human Rights Commission’s guide on menopause in the workplace features several videos on approaching necessary conversations and implementing support.

How we can help

At Ison Harrison, we can offer expert employment law advice on avoiding discriminatory practices and supporting your employees.

We can also provide a comprehensive employment law and HR service to ensure your policies and procedures are fully compliant with your legal obligations.

If you would like to discuss this, or anything covered in the article, please do not hesitate to get in touch.