Definition
Workplace policies and practices that support employees experiencing menopause, including reasonable adjustments, manager awareness training, and creating an open culture where symptoms can be discussed without stigma.
UK Context
Employment tribunals have increasingly found that menopause symptoms can amount to a disability under the Equality Act 2010, engaging the duty to make reasonable adjustments. Sex and age discrimination claims have also succeeded where employers have failed to support menopausal employees. The UK Government rejected calls to make menopause a specific protected characteristic but has appointed a Menopause Employment Champion and funded workplace guidance through ACAS.
Best Practices
- Develop a specific menopause policy or include comprehensive menopause support within health and wellbeing policies
- Train all line managers on menopause awareness, symptoms, and how to have supportive conversations
- Ensure absence management policies do not penalise employees for menopause-related absence
- Provide practical adjustments such as desk fans, temperature control, and flexible working
- Create a supportive culture through menopause champions, peer networks, and awareness events
Frequently Asked Questions
Is menopause a protected characteristic under UK law?
Menopause is not currently a specific protected characteristic under the Equality Act 2010. However, menopause-related discrimination may be addressed under existing protections for sex, age, and disability. Employment tribunals have found that severe menopause symptoms can amount to a disability.
What adjustments should employers make for menopausal employees?
Common adjustments include providing fans and temperature control, allowing flexible working, ensuring easy access to toilet and washing facilities, relaxing uniform requirements, recording menopause-related absence separately from general sickness, and offering occupational health referrals. Adjustments should be discussed individually with each employee.
Can menopause be considered a disability?
Yes, in several employment tribunal cases, menopause symptoms have been found to meet the definition of disability under the Equality Act 2010 where they have a substantial and long-term adverse effect on the employee's ability to carry out normal day-to-day activities. Each case depends on the individual's specific symptoms and their impact.