Menopause in the Workplace: Guidance for Employers

• Menopause is a natural stage when menstruation stops due to declining oestrogen levels. It usually occurs between the ages of 45 and 55.
• Without support or treatment, menopause can affect women’s confidence and stress levels at work, often leading to more time off.
• Under the Equality Act 2010, employers must protect employees from discrimination, harassment and victimisation based on age and sex, both of which relate to menstruation.
• Employers should conduct risk assessments, provide support, create equitable policies, prevent discrimination and handle absences and job performance fairly.

Menopause is when a woman’s menstruation stops due to the decline of oestrogen levels. It’s a natural stage that marks the end of a woman’s reproductive years. It usually occurs between the ages of 45 and 55.

The physical and psychological symptoms of menopause vary in type, intensity and duration.

For many, symptoms last for several years, making menopause more of a transition than a one-off event.

A key stage in this transition is perimenopause when a woman begins experiencing menopausal symptoms while still having periods. This phase can last for months or years before menopause is reached.

On average, menopause symptoms last for around four years after the last period. However, around one in ten women may experience the symptoms for up to 12 years.

Common symptoms of menopause include:

• Psychological issues such as mood swings, memory loss, anxiety, depression, difficulty concentrating and loss of confidence
• Hot flushes (sudden and brief periods of heat which are usually felt in the face, neck and chest)
• Difficulty sleeping and feeling lethargic
• Recurring urinary tract infections (UTIs)
• Muscle and joint pain and stiffness
• Headaches
• Heart palpitations

Recent data shows that around 4.4 million employed women in the UK are aged between 45 and 60. Since the average age for menopause is 51, a large number of women will experience this transition while working.

Some ways menopause can affect employees at work include:

• Fatigue and low energy
• Difficulty concentrating and staying focused
• Reduced confidence
• Higher stress levels
• Increased absenteeism

In some cases, the symptoms can be so severe that women may feel unable to continue and leave their employment. Research reveals that 1 in 10 employed menopausal women had to leave work due to menopause symptoms.

As an employer, you must recognise menopause as a workplace issue and take steps to support affected employees. Failing to do so will not only lead to the loss of valuable and talented employees but may also have legal implications.

Under the Equality Act 2010, you must protect your employees from discrimination, harassment and victimisation based on disability, age and sex.

If an employee’s menopause symptoms impact their ability to perform daily tasks for a long period, these symptoms may be considered a disability. In this case, you are legally required to make reasonable adjustments and ensure they are not treated unfairly.

Women going through menopause must also be protected from discrimination and harassment related to age and sex.

Under health and safety legislation, you must also assess workplace risks and provide a safe environment for all employees, including those affected by menopause symptoms.

As an employer, you are responsible for carrying out health and safety checks to ensure that workplace conditions do not create or increase risks for women experiencing menopause.

Your risk assessment should consider factors such as:

• Ventilation and Temperature: Ensure the workplace is well-ventilated and allows temperature control to accommodate employees experiencing hot flushes.
• Uniform Materials and Fit: Provide breathable, flexible and comfortable uniform options to prevent discomfort.
• Toilet Accessibility: Ensure adequate access to toilets, particularly for employees experiencing increased urgency or frequency due to menopause-related symptoms.
• Cold Drinking Water: Make cold drinking water easily accessible to help manage symptoms such as hot flushes and dehydration.
• Manager Training on Menopause-Related Concerns: Train managers on how menopause can impact employees and how to provide appropriate support.

Regularly reviewing risk assessments helps maintain a safe and healthy work environment.

You should also encourage staff to raise any concerns without fear of discrimination or disadvantage.

Minor changes to the work environment can improve comfort for menopausal employees.

Here are some things to consider:

• Allow remote work, flexible hours or shift changes.
• Ensure access to fans, air conditioning or cooler workspaces to help with hot flushes.
• Provide breathable fabrics and layers for those required to wear a uniform.
• Designate rest areas for employees who need to take a break.

Having a menopause policy helps staff feel supported. It should be shared across your organisation, reviewed regularly and used for manager training.

A clear policy helps everyone understand:

• What menopause is and how it affects people differently
• What support is available

It can also:

• Outline training for managers and team leaders
• Provide a contact person for menopause-related questions
• Show that your organisation is open to talking about menopause

A simple, well-communicated policy creates a more supportive workplace

You must handle sickness absence and performance concerns fairly.

If menopause symptoms impact attendance or job performance, you should:

• Adjust workloads and deadlines or allow flexible working or shift patterns where possible
• Encourage staff to discuss concerns without fear of discrimination
• Provide options like remote work, additional breaks or a cooler workspace
• Ensure absence and performance policies recognise menopause as a health factor

Raising awareness about menopause is important to create a supportive and inclusive work environment.

Our online Menopause Awareness Training course helps employers and staff understand what menopause is and how to provide the right support.

The course helps create a workplace where menopausal employees feel valued and empowered to perform at their best.