For many, the menopause is still a taboo subject—but it shouldn’t be. With over 16 million women, trans, and non-binary people in the workforce, employers can no longer ignore the workplace impact of menopause. It affects concentration, increases stress, and causes many to consider leaving their jobs entirely.
Research from the CIPD shows that nearly 70% of women aged 40 to 60 say menopause symptoms negatively affect their work. Without proper support, employers risk losing talent, damaging morale, and even facing financially and reputationally damaging legal claims for discrimination.
Understanding the Menopause
Menopause occurs when menstruation ceases for 12 months, typically between ages 45–55, but it can begin earlier or later. Symptoms begin in the perimenopausal stage and can continue into post-menopause, including hot flashes, memory loss, mood changes, and fatigue.
Why Employers Must Act
Some symptoms may be classed as a disability under the Equality Act 2010, obligating employers to make reasonable adjustments. Even if not legally defined as a disability, protections exist around sex, age, and harassment. Previous legal cases have resulted in substantial compensation where employers failed to act supportively or appropriately.
What Best Practice Looks Like
- Create a Menopause Policy – Include flexible working, risk assessments, and HR support.
- Train Managers and Staff – Empower your team to understand, not stigmatise.
- Assign Menopause Champions – Provide a go-to contact for peer support.
- Use Occupational Health – Evaluate workplace impact and suggest support.
- Communicate Openly – Encourage respectful conversations to normalise the topic.
Your Legal and Moral Duty
Employers must not only comply with health & safety and anti-discrimination law—they also have a moral obligation to create an inclusive, understanding workplace. Menopause may not be a protected characteristic itself, but failing to support employees experiencing it can result in various discrimination claims.
What action should you take?
Implement a menopause policy. Train your team. And most importantly, listen to your employees. A small shift in culture and policy can make a big difference.