Menopause and the Workplace
Information for employees
As women enter their early 40s and begin the menopausal transition, they primarily just want to continue performing their work roles as they always have. While they may face daily struggles during this time, their primary desire is to be seen and treated the same as they always have been. The hormonal changes occurring are not an excuse for any unacceptable behaviour on the woman's part, nor should employers or colleagues use the transition as a justification to treat the woman differently.
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If you are an employer you may be interested to read
How do I talk about the menopause with my boss?
If you have a good rapport with your boss, consider arranging an informal discussion to explore ways you can maintain optimal performance in your work.
This could include:
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Implement flexible working arrangements , such as location flexibility and variable shift schedules.
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Provide rest areas and quiet rooms where you can take a brief 5 minute break when feeling anxious or overwhelmed.
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Request a fan for your desk.
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Ask permission to wear cooler clothing options in the workplace.
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Inform them of any severe menopausal or perimenopausal symptoms that are substantially impacting your daily functioning, so they can support you.
If discussions with your boss make you feel anxious, request that a family member attend the meeting for support. Alternatively, if your company has an HR department, speak with them. These conversations are meant to help you feel comfortable and continue thriving in your role.
How do I talk about menopausal harassment in the workplace
Women should not face ridicule or rejection for embracing their true selves. If colleagues rebuff her decision-making or make her feel as though they are just humouring her because of her transitioning then there is help out there.
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First, we recommend speaking directly with your boss.
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Document any inappropriate comments or jokes about your condition, so you can provide them to your boss to address.
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Be direct and specific when discussing your experiences, without oversharing or overcompensating.
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If the company's response is unsatisfactory, you can escalate your complaint to a higher-level manager, if possible. Pursuing legal action should be a last resort, as it can be both financially and emotionally draining.
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If you do decide on the legal route - employees going through menopause or perimenopausal symptoms are protected by employment law and Acts of Parliament, both directly and indirectly.
The Health and Safety at Work Act 1974 requires employers to ensure the physical and mental health and safety of employees, as far as is reasonably practical.
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Menopause and the Equality Act 2010
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The Equality Act does not explicitly protect menopause and perimenopause. However, the Equality and Human Rights Commission's 2024 guidance indicates that unfair treatment related to menopause or perimenopause may constitute prohibited discrimination based on sex, disability, age, or other protected characteristics. The guidance advises employers on supporting affected workers and warns about the consequences of failing to meet Equality Act duties.