Menopause in the Workplace: Why Every Employer Needs to Act Now
October marks Menopause Awareness Month, a time to move beyond awareness alone and focus on meaningful action in the workplace. While public understanding of menopause has grown, many employers are still catching up when it comes to policy, training, and support. For HR professionals and business leaders, this month is a valuable reminder that menopause is not just a health issue, it’s a workplace, equality, and legal matter.
Menopause is no longer only a wellbeing topic. It is a legal and business issue. In the past two years, the number of menopause-related employment tribunal claims has more than trebled, with cases citing disability, sex and age discrimination, as well as unfair and constructive dismissal.
For employers, especially SMEs, this rise sends a clear message. Menopause is part of workplace equality law, and ignoring it is no longer an option.
The Legal Shift
Under the Equality Act 2010, menopause symptoms can amount to a disability where they have a substantial and long-term adverse effect on day-to-day activities. When symptoms such as fatigue, anxiety, brain fog or depression affect performance or attendance for an extended period, employers have a legal duty to consider reasonable adjustments.
Recent tribunal cases show how quickly things can go wrong. In some, managers ignored occupational health advice, applied rigid targets, or made dismissive remarks about symptoms. In others, performance concerns were handled through capability or disciplinary routes without first assessing whether adjustments were appropriate. Even where discrimination was unintentional, poor handling and documentation have led to awards exceeding £60,000.
Why the Rise in Claims?
Several factors are driving this trend. There is growing awareness of menopause as a workplace issue. The definition of disability has broadened, with more conditions linked to mental health being recognised as impairments. In addition, forthcoming legislation under the Employment Rights Bill will make unfair dismissal a day-one right and require employers to publish equality plans that include commitments to support employees experiencing menopause.
Together, these developments have created a sharper legal and cultural focus on how employers manage menopause-related issues.
The Human Impact
Menopause typically affects employees in their 40s and 50s, often at senior or specialist levels. When support is lacking, businesses risk losing experienced staff and valuable knowledge. Symptoms such as memory lapses, reduced concentration, and low confidence are sometimes misinterpreted as poor performance rather than a health-related need. Early, supportive conversations can strengthen trust and retention, whereas defensive or dismissive responses often lead to grievances and tribunal claims.
What Employers Should Do Now
Train managers to have constructive conversations. They should know how to ask how symptoms are affecting work, explore practical support options, and follow up on agreed actions.
Review policies. Menopause should be referenced in wellbeing, equality, and absence management policies, with clear routes for employees to raise issues and access support.
Use reasonable adjustments where appropriate. These might include flexible working hours, temporary workload changes, hybrid arrangements, access to rest areas, or uniform flexibility. Each case should be considered individually, and decisions recorded clearly.
Involve occupational health early. Where symptoms are prolonged or complex, professional input helps to define what is reasonable and ensures that decisions are evidence-based.
Lead from the top. A supportive culture starts with leadership. When managers and senior staff approach menopause with openness and professionalism, employees are more likely to seek help early, reducing both health risks and legal exposure.
Document discussions and outcomes. Confirm what was agreed in writing to maintain clarity and accountability for both parties.
Review regularly. Symptoms and needs can change over time, so regular check-ins ensure that adjustments remain effective and proportionate.
Common Pitfalls to Avoid
- Failing to act on medical or occupational health advice
- Dismissing symptoms as personal or short-term issues
- Applying rigid absence or performance thresholds
- Allowing inappropriate comments or jokes to go unchallenged
- Failing to document discussions and agreed adjustments
Each of these can create direct legal risk under the Equality Act 2010.
How Craven Can Help
Craven supports organisations to manage menopause lawfully, confidently and compassionately. We help employers to build fair and compliant systems through practical HR support, training and documentation.
Our services include manager training on menopause and wellbeing, policy development and review, guidance on reasonable adjustments, and assistance with occupational health processes and communication frameworks. We work with SMEs and care providers across the UK to ensure that menopause and wider health issues are managed with empathy, clarity and compliance.
To discuss how we can help your business strengthen its approach to menopause at work, contact us:
[email protected] | www.cravenconsultancyservices.co.uk
Final Thought
Menopause is no longer a quiet topic. It has become a clear measure of how fairly and lawfully employers manage health and work. Employers who act early, train their managers and update their processes reduce legal exposure, protect their reputation, and retain valued employees. Treating menopause as part of everyday people management is now both good practice and sound risk management.
