Menopause in the Workplace: An Employer’s Guide

Key takeaways

Menopause affects 75-80% of working-age women in the UK, making it one of the most common workplace health issues you’ll face as an employer

Two-thirds of women experiencing symptoms say it negatively impacts their work and 1 in 10 have left their jobs because their employer didn’t provide support

You don’t need a specific ‘menopause law’ to face legal trouble – failing to support employees can lead to discrimination claims under the Equality Act 2010, constructive dismissal under the Employment Rights Act 1996, or breaches of your Health & Safety duties – with new changes under Employment Rights Act 2025 coming for larger employers on action plans
Small, practical changes make the biggest difference: desk fans, flexible hours, a menopause champion, and an open culture where people can ask for help without embarrassment

Building a strong, loyal team is the goal for any business owner, but it’s the things we don’t talk about that secretly have the biggest impact on staff retention. One topic that’s historically stayed under the radar is the menopause. This isn’t just a personal health matter that affects millions of people at work across the UK every single day.

Getting this right is about keeping the people who know your business inside out and making sure they don’t have to choose between their health and their career.

We’ll explore your legal obligations and share 10 practical tips to help your team thrive through every stage of their career.

What is menopause?

Menopause is when a person stops having periods and can no longer get pregnant naturally. It usually happens between 45 and 55, but it can happen earlier due to surgery or other health reasons.

Then there’s also perimenopause. This is the transition period leading up to menopause, and it’s often when symptoms are at their worst and most unpredictable. While you’re not a healthcare professional, it’s still important for you to understand that these changes can last for several years and have a real impact on employees’ work.

If you’re looking for more information on your role as a manager, check out our in-depth employer’s guide to menopause.

How many women struggle with menopause at work?

You might think this only affects a small portion of your workforce, but the numbers tell a different story. According to the Faculty of Occupational Medicine, around 75-80% of people at menopausal age are still working full or part-time.

Menopause is one of the most common issues women face in the workplace, and the likelihood is that many of your employees are already experiencing symptoms. Without the right support, many feel they have no choice but to reduce their hours or leave work altogether.

The impact of menopause on work

While symptoms vary from person to person, for many, dealing with menopause at work can be challenging. The CIPD’s Menopause Workplace Experiences report highlights that many women find their symptoms make work life much harder.

The CIPD’s research found that two-thirds (67%) of working women aged 40 to 60 who are experiencing symptoms say they have a mostly negative effect on them at work. It’s not just a minor inconvenience, either. Over half (53%) could think of a time when they were unable to go into work due to their symptoms, and one in ten (10%) actually left a job because of the menopause.

Common symptoms include:

Physical symptoms — Hot flushes, heavy periods, headaches, and joint pains.
Psychological symptoms — Increased anxiety, depression, loss of confidence, and “brain fog” (difficulty concentrating or remembering things).
Sleep disruption — Fatigue from night sweats can lead to reduced productivity and difficulty with early start times.
Sensitivity to the environment — Finding the office too hot or the lighting too bright can make employees uncomfortable and lead to loss of focus.

Legal obligations for menopause support at work

You have clear responsibilities when it comes to menopause support in the workplace. While there’s no single “Menopause Law”, failing to care for your staff can lead to claims of discrimination or unfair dismissal.

Understanding menopause rights at work is the first step in protecting your employees and your business.

Equality Act 2010

Under the Equality Act 2010, employees are protected from discrimination based on “protected characteristics”.

While menopause isn’t a protected characteristic itself, symptoms can be linked to age, sex, and disability. If an employee is treated unfairly because of menopausal symptoms, it could lead to a discrimination claim.

For example, disciplining someone for “poor performance” caused by brain fog without offering support could be seen as discriminatory. Learn more about discrimination in the workplace here.

Employment Rights Act 1996

The Employment Rights Act 1996 covers things like unfair dismissal. If an employee feels forced to leave their job because their employer hasn’t made reasonable adjustments for their menopause symptoms, they might have grounds for a constructive dismissal claim. It’s always better to be proactive and manage your employees’ mental health before things reach a breaking point.

Employers in organisations of over 250 workers can publish a voluntary action plan to support workers experiencing menopause. The purpose of action plans is to help employers improve gender equality at work. While this is currently voluntary, it will be mandatory for businesses with 250+ workers by 2027, introduced under the Employment Rights Act 2025.

Health and Safety at Work etc. Act 1974

As an employer, under the Health and Safety at Work etc. Act 1974, you’ve got a duty of care to provide a safe working environment for your employees.

This includes considering how menopausal symptoms might be affected by the workplace. If your office is poorly ventilated or lacks clean drinking water, you could be failing in your Health & Safety duties.

10 tips for supporting menopause in the workplace

There’s a lot you can do to make life easier for your team. Here are 10 effective ways to provide menopause support in the workplace:

1. Create an open and trusting workplace culture

People won’t ask for help if they’re worried about being judged. Regular one-to-ones with managers build the kind of trust where employees feel comfortable enough to open up and tell you they’re struggling with symptoms without feeling embarrassed or worrying about their career.

If your workplace culture is one where people can talk about their health without fear of judgment, they’re much more likely to ask for help before a problem spirals out of control.

2. Appoint a menopause champion

Even with a strong relationship, some employees might still feel embarrassed to talk to their direct manager about symptoms. Appointing a menopause champion in the workplace gives staff a dedicated point of contact who understands the perimenopause and menopause. This person acts as a listening ear and messenger for those who need support but aren’t sure where to turn.

3. Be proactive

Don’t wait for performance to drop or a rise in sick days before you act. Combat the stigma by making it clear to employees that you understand the potential challenges menopause can bring — talk about it. Put up posters, mention it in newsletters, and make sure managers are checking in with their team regularly.

If you have early conversations, you can put support in place before an employee’s performance is affected.

4. Provide access to external sources

Sometimes people want advice from outside the business, or someone who isn’t their boss. Point your team in the right direction of trusted, external resources like:

Menopause Matters — Advice on symptoms and treatments.
The Daisy Network — Support for premature ovarian insufficiency (POI).
Menopause Café — A space to discuss menopause openly.

5. Create a supportive work environment

Small changes can make a huge difference. Think about the little things you can do to make the work environment more pleasant, like providing desk fans, giving employees access to cool water, or installing air conditioning for better temperature control.

You might also want to revisit your dress code. Letting employees wear looser, natural-fibre clothing can help manage hot flushes and physical discomfort.

6. Encourage flexible working

Approving flexible working requests for employees experiencing menopause symptoms is a great way to help them feel supported and valued.

Consider offering temporary changes to help ease their symptoms, like more frequent breaks, adjusted start times to avoid the rush hour heat, or the option to work from home when symptoms are particularly bad.

7. Create and implement a menopause policy

A formal menopause policy at work shows you’re serious about supporting your staff. It gives clear guidance on how to raise concerns and what support the company offers, so there’s no room for doubt.

If you’re not sure what to include, our menopause policy template can help you get things in place quickly.

8. Be aware of the different stages of the menopause

Menopause isn’t just one event; it’s a process with different stages — perimenopause, menopause, and postmenopause – each bringing different symptoms. Some might have hot flushes to start, then brain fog, then something else entirely. Some people even experience “surgical menopause” due to medical procedures earlier in life.

Symptoms vary widely between each stage, and understanding them helps you provide tailored support for each member of your team, rather than a “one size fits all” approach.

9. Train managers on menopause symptoms

Your managers are on the front line and are often the first point of contact for a struggling employee. Providing staff with menopause in the workplace training helps them identify when someone might be struggling and teaches them how to handle these sensitive conversations.

Why not take a look at our menopause symptoms webinar to get them started?

10. Carry out a risk assessment

A workplace risk assessment should consider things like ventilation, temperature, and access to toilets. If an employee’s symptoms are being made worse by their environment, you have a responsibility to look at how you can adapt the space to keep them comfortable and safe.

How to speak to employees about the menopause

Talking about menopause with an employee can feel awkward, especially if you’ve not done it before. But it gets easier with practice, and doing it matters more than doing it perfectly. For many managers, knowing how to have difficult conversations with employees is a skill that takes practice, especially when you’re discussing a sensitive topic like health.

Here are five simple tips for keeping the dialogue open and supportive:

Keep it private — Always have these chats in a confidential space where the employee feels safe to open up.
Ask, don’t assume — Don’t tell an employee they look “tired” or “stressed”, instead ask them how they’re doing and if there’s anything you can do to help.
Focus on support — Make it clear that the goal is to help them work comfortably, not to manage their performance.
Mention the policy — Make sure they know about the company’s menopause policy and where they can find it.
Follow up — Don’t just have a single chat. Check in regularly to see if the adjustments you’ve made are actually working.

FAQs

Is menopause considered a disability under the Equality Act 2010?: While menopause itself isn't listed as a standalone protected characteristic under the Equality Act 2010, its symptoms can meet the legal criteria of a disability if they have a substantial, long-term adverse effect on an employee's ability to carry out normal daily activities. If a tribunal rules that an employee's symptoms amount to a disability, employers are legally required to make reasonable adjustments.
What's a menopause action plan, and will it become mandatory?: A menopause action plan is a formal document where an employer outlines the specific steps, training, and workplace adjustments they're implementing to improve gender equality and support workers experiencing menopause. While publishing this plan is currently voluntary for large businesses with over 250 workers, it'll become entirely mandatory for them by 2027 under the Employment Rights Act 2025.
What are the risks of ignoring menopause support in my business?: Ignoring menopause support can expose your business to severe financial and legal liabilities, including workplace grievances, high staff turnover, and productivity losses. Legally, it can lead to costly employment tribunal claims for constructive dismissal, sex discrimination, age discrimination, or disability discrimination—none of which any business owner wants to face.

How Citation can help with menopause awareness

Managing the menopause at work is a team effort, and we’re here to help you get it right.

Whether you need hands-on help creating a menopause policy, want to roll out training for your managers, or just need a second opinion from our 24/7 advice line, we’ve got your back.

At Citation, we turn complex HR issues into clarity, so you can focus on growing your business while we handle compliance. Get in touch today to see how we can support you.

How to get supporting menopause in the workplace right: 10 practical tips

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