7 Tips on Managing Menopause in the Workplace

Richard Hiron • December 9, 2025
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In his latest insight, Employment Law Consultant Solicitor Richard Hiron investigates how employers can better understand, manage and support menopause in the workplace. Menopause can be a challenging time for those experiencing it, and colleagues need to be understanding and supportive within the workplace.


With less than one in five UK working women aged between 40 and 60 saying that they have not experienced any symptoms related to acclimatising to menopause (as quoted in the CIPD’s October 2023 report– “Menopause in the Workplace”), employers must be prepared for at least 80% of women or people registered as female at birth in those age brackets (and perhaps more) to experience menopause during their career.


Some may not experience significant symptoms, or may not experience any symptoms at all, but it would be wishful thinking to rely on that as being standard for all workers and employees in your business.


With such overwhelming odds at play, we thought we would provide seven practical tips to help guide you through what you might be thinking of as a minefield.


1. You're in This Together


Often, we see a ‘them and us’ approach on both sides of the employment relationship when it comes to menopause.


Having a workplace atmosphere where honest and open conversations with management are discouraged will make this more of a challenge for you, as the health impact of menopause is likely to be concealed by staff. This could cause potential performance management or dismissal. Both of which could expose you to potential claims of unfair dismissal or discrimination, which you might lose. 


It’s important to remember that menopause is not the employee’s or worker’s fault. It is something that happens naturally, and even though it may be frustrating for both sides, it is a journey of understanding that you are on together.


Encouraging open and transparent conversations on both sides of the employment relationship will make this process easier for everyone involved.


2. Adjustments or Reasonable Adjustments?


To claim reasonable adjustments, an employee or worker must be able to show that they have a disability or are likely to be considered disabled. When we talk about disability here, we mean the legal definition, which we explain below. 


At the moment, the law is still developing in terms of how menopause is treated in the workplace. Although menopause can sometimes give rise to questions around sex or age discrimination, most legal discussions currently focus on whether its effects meet the criteria for a disability. There may still be circumstances where sex or age discrimination claims are appropriate, but these are not usually the main route considered.


Menopause is not automatically a disability, because under section 6(1) of the Equality Act 2010, a condition must:


  • Be a physical or mental impairment.
  • Have a substantial negative effect.
  • Have a long-term negative effect.
  • Impact a person’s ability to carry out normal day-to-day activities.


Breaking this apart:


  • Physical or mental impairment: Menopause is likely to satisfy this requirement, given that it can have both physical and mental effects.


  • Substantial negative effect: To put this into context, this focuses on a person’s quality of life; if they were able to lead their life largely unaffected before, but now that they are experiencing menopause, their quality of life has significantly reduced, then this is likely to meet this threshold. If symptoms significantly reduce a person’s ability to function day-to-day (for example, memory loss affecting driving or concentration), this may meet the threshold.


  • Long-term negative effect: The symptoms must last or be expected to last for a significant period of time or longer. If they resolve quickly, they are unlikely to meet the legal definition. For instance, if a bus driver experiences severe symptoms from menopause, but those symptoms and their impact resolve themselves within a few weeks or months, the bus driver will not have a disability in the legal sense.


  • Impact on day-to-day activities: Lastly but crucially, this extends beyond the workplace. If someone struggles with household tasks, driving, or social interactions, menopause may be considered a disability. However, if the employee or worker has trouble looking at a screen at work but has no difficulty sitting watching television at home or working on their home computer, or a similar device, then they may not have a disability in the legal sense.


All four of these criteria must be met for an employee or worker to be considered legally disabled.


That said, making adjustments for staff experiencing menopause is still considered good practice, even if they don’t meet the legal definition of disability. Small, practical steps like providing a desk fan, allowing more flexible breaks, or showing understanding when symptoms affect timekeeping can make a difference to someone’s working day. 


Offering adjustments (without formally labelling them as ‘reasonable adjustments’) also supports good health and safety practices and helps maintain a positive working relationship. It’s worth remembering that issues can still lead to complaints or claims if the employment relationship breaks down, even where discrimination isn’t the basis of the claim.


3. Risk Assess, Risk Assess, and Then Risk Assess Again


Risk assessments can be one of your greatest friends and one of the greatest allies to your staff when it comes to supporting those experiencing menopause.


Think of them as your early warning system. Monitoring temperature, first aid access, fall hazards, emergency procedures, and even informal social interactions can all contribute to a supportive environment.


This is just as relevant for the wider workforce as it is for individuals experiencing menopause. Risk assessment and developing appropriate training ensure everyone knows how to respond to disruption or emergencies, keeping your team aligned and reducing your practical, legal, and financial risks.


4. Transgender Bias


Earlier, we referenced sex discrimination in the context of menopause. It’s important to recognise that this does not only apply to women but also to: 

 

  • A transgender man (a man whose sex at birth was recorded as female) 
  • A transgender woman (a woman whose sex at birth was recorded as male) 

 

Transgender men may experience, or be perceived as experiencing, menopause-related symptoms. Transgender women may experience, or be perceived as experiencing, symptoms that are not unlike menopause. Unfair treatment linked to this could amount to discrimination.


Providing appropriate training can help ensure your organisation takes reasonable steps to prevent harassment or bias. This includes helping staff understand gender awareness in the workplace, taking reasonable steps (and soon to be all reasonable steps, which is currently anticipated to be the case from October 2026) to prevent sexual harassment, and ensuring staff are protected from harassment by third parties such as customers or suppliers. 


5. Don’t Forget Your Other Staff


While supporting a staff member experiencing menopause is important, it’s equally essential to balance their needs with those of the wider team. Focusing solely on one individual, without considering the impact on others, can unintentionally create challenges such as health and safety concerns, a loss of trust, or even staff retention issues. 

 

A practical example can help bring this to life. You may not always be able to adjust the temperature in your workplace - perhaps it’s centrally controlled by your landlord, or lowering it would make the environment uncomfortable for other staff or building users. In these cases, rather than changing the temperature for everyone, you might explore whether specific areas of the premises could be kept cooler, giving affected staff the option to work in more comfortable spaces. Alternatively, flexible working arrangements, such as homeworking, where someone has greater control over their environment, may offer a fair and practical solution. 

 

Simple, thoughtful adjustments like these can help support the individual while maintaining comfort and fairness across your team. 


6. Prepare for Formal Reporting


In its 2024 General Election manifesto, the Labour Party stated that “Women’s equality will be at the heart of our mission.”


Part of this includes gender pay gap reporting and extends to supporting employees going through menopause. Employers with 250 or more staff may be required to report on these issues annually from 2027, but smaller organisations can choose to do so voluntarily.


Voluntary reporting can help smaller businesses demonstrate transparency, attract candidates, and enhance their reputation for inclusivity.


Future regulations under the Employment Rights Bill are expected to set out:


  • The specific content that is required in gender action plans (including for menopause support).
  • How those plans or the information included in them are to be published (for example, the format that those plans should take or the way that they should be submitted).
  • When and how frequently a plan or the information contained in it should be published or updated.
  • What requirements are needed for senior approval (such as from the board of directors) before an equality action plan or information related to one is published.
  • A description of the employer, the employee, and the information contained in the plan.


Even if you fall below the threshold, conducting internal reviews can help shape your organisation’s approach and promote a positive workplace culture.


7. Advice and Guidance


Trying to manage all of this alone can be challenging, especially as it involves people management, medical considerations, legal obligations, and health and safety. These areas overlap closely, each influencing the other, so it’s important that your HR, legal, and occupational health teams communicate effectively. 

 

For example, if you receive medical advice on how best to support an employee experiencing menopause, HR will need to understand how to put that advice into practice, and your employment lawyer can help you assess any wider organisational risks. 

 

Approaching these issues without coordinated guidance or a clear view of the bigger picture can create more problems than it solves, so make sure you have the right professional support in place.

Specialist Advice from Woodstock Legal Services


Are you struggling with how to adapt to the impact of menopause in your workplace?


At Woodstock Legal Services, we offer practical, commercially sound advice tailored to your business’s needs. Richard Hiron, our experienced Employment Law Consultant Solicitor, regularly advises UK employers on how to better understand the challenges that medical conditions can present in the workforce and frequently speaks on the impact of menopause on staff and employers alike. 


Alongside this, we also recommend revisiting Tip 1 above for a reminder of who not to lose sight of in all of this.


Email Richard directly at r.hiron@woodstocklegalservices.co.uk or complete the contact form below to arrange a free initial discussion.

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