Menopause FAQs

Menopause awareness training is for beneficial for everyone in an organisation. It is particularly important for leaders, managers, and human resources teams so they can empathise with those experiencing symptoms and implement effective adjustments.

A menopause policy is not a legal requirement. However, having a policy and guidance in place that everybody in the workplace reads and understands is beneficial. It helps to ensure employees experiencing the menopause are properly supported which also reduces the likelihood of discrimination claims.

Menopause training fosters an inclusive, understanding culture reducing stigma and discrimination.

When people feel valued this leads to greater talent retention and increased productivity which ultimately benefits the organisation.

Employers must have procedures in place to support those experiencing menopause symptoms.

Although menopause is not a protected characteristic under the Equality Act 2010, it may fall under the named characteristics: age, disability, gender reassignment and sex.

The Management of Health and Safety at Work Regulations 1999 require employers to conduct general risk assessments, including specific risks to menopausal employees.

Menopause awareness training can help foster understanding and support for those experiencing menopause symptoms.

In addition, having a clear policy and guidance in place and encouraging communication and sensitivity towards the topic can create a more inclusive environment.

Yes, you can be signed off work due to menopause if symptoms significantly affect your ability to work. A GP can provide a fit note.

Employers can support menopause by:

1. Raising awareness. Provide menopause awareness training for managers and employees to normalise conversations about menopause.
2. Implementing policies. Create a menopause policy explaining support and workplace adjustments.
3. Offering flexible working. Allow adjustments to working hours or locations to accommodate symptoms.
4. Providing workplace adjustments. Improve ventilation, access to cooling, or provide quiet spaces.
5. Ensuring health support. Offer access to occupational health services or Employee Assistance Programmes (EAPs).
6. Encouraging open dialogue. Foster a supportive culture where employees feel comfortable discussing their needs.

Menopause isn’t explicitly a disability under the Equality Act 2010, but severe, long-term symptoms (such as hot flushes, fatigue or anxiety) can qualify if they substantially impact daily activities.

Employers must make reasonable adjustments to support affected employees and prevent discrimination.

Reasonable adjustments for menopause at work can include:

• Flexible working: Adjust start/finish times or allow remote working.
• Work environment: Provide fans, improve ventilation, or offer a quiet space to manage symptoms like hot flushes or fatigue.
• Workload adjustments: Reduce workloads temporarily or allow more breaks during the day.
• Access to facilities: Ensure easy access to toilets, cold water, and private spaces for comfort.
• Supportive resources: Offer Employee Assistance Programmes (EAPs) or occupational health services.
• Policy and culture: Create a menopause-friendly policy and train managers to provide understanding and support.

Telling your employer about menopause can help you access support and reasonable adjustments, such as flexible working or reduced workloads. It’s a personal choice, but disclosing to HR or a trusted manager can foster understanding and reduce stigma.

While there is no specific legislation for menopause, employees are protected under existing UK laws:

1. Equality Act 2010: Protects employees if menopause symptoms meet the definition of a disability or if they lead to discrimination based on age, sex, or disability.
2. Health and Safety at Work Act 1974: Requires employers to provide a safe and healthy working environment, which includes considering menopause-related needs.
3. Employment Rights Act 1996: Protects employees from unfair treatment or dismissal related to menopause.

These laws ensure fair treatment, reasonable adjustments, and a supportive work environment for affected employees.

No, menopause is not classed as a mental health condition. However, it can affect mental health, causing symptoms such as anxiety, depression, mood swings, and difficulty concentrating.

While menopause is a physical transition, its impact on mental wellbeing can be significant, requiring appropriate support.

Losing your job because of menopause is unlawful if it involves discrimination or a failure to provide reasonable adjustments under the Equality Act 2010. Employers must ensure fair treatment and avoid actions that could be seen as sex, age, or disability discrimination.

Yes, you can request flexible working due to menopause, especially if it affects your ability to work.

Under the Flexible Working Bill (2024), all employees now have the right to request flexible working from day one of employment, removing the previous requirement for 26 weeks of continuous service.

Yes, you can work from home if menopause symptoms affect your ability to work effectively in the office, provided your role allows for it. Working from home can help manage symptoms such as hot flushes, fatigue, and anxiety by offering a more comfortable and controlled environment.

The three stages of menopause are:

• Perimenopause – The transitional phase before menopause, when hormone levels begin to fluctuate and symptoms may start, even though periods continue.
• Menopause – Reached when a person has not had a menstrual period for 12 consecutive months.
• Postmenopause – The stage after menopause, when periods no longer occur and some symptoms may ease, though longer-term health considerations (such as bone and heart health) become more important.

Yes, menopause should be included in workplace risk assessments.

Under the Health and Safety at Work etc. Act 1974, employers must protect employees’ health and safety, which includes assessing whether work factors such as heat, ventilation, uniforms, workload, rest breaks, or stress could worsen menopause symptoms.

Risk assessments should be reviewed and adjusted where menopause symptoms are affecting an employee’s wellbeing or ability to work safely.

Menopause should be handled during performance reviews in a supportive and fair way, recognising that symptoms may be affecting performance.

Managers should start with a confidential, open conversation, giving the employee the opportunity to explain whether symptoms such as fatigue, poor sleep, anxiety, or concentration difficulties are contributing to performance issues.

Where menopause may be a factor, reasonable adjustments should be considered first, such as flexible hours, rest breaks, workload changes, or environmental adjustments.

Menopause can affect anyone who has ovaries, including trans men, non-binary people, and intersex individuals. Some people may also experience menopause symptoms due to medical treatment, hormone therapy, or surgical menopause.

Workplace menopause support should therefore be inclusive and based on individual needs, not gender assumptions. Policies, training, and conversations should use inclusive language and focus on symptoms and adjustments, ensuring all employees feel safe to seek support without discrimination or stigma.

Men should be involved in menopause awareness because it helps create a supportive, informed, and inclusive workplace.

Men are often managers, colleagues, or decision-makers, and understanding menopause enables them to recognise symptoms, respond appropriately, and support reasonable adjustments at work.

Awareness also helps reduce stigma, misconceptions, and inappropriate responses, making it easier for affected employees to speak openly and seek support.