Menopause at Work

Employers are encouraged to support all employees through every stage of the menopause from peri to post menopause. This is not limited to employees who experience the symptoms, but also employees who are supporting someone experiencing symptoms.

Employers should be committed to creating an open and supportive culture where employees feel comfortable talking about how menopause-related symptoms are affecting them at work and are able to discuss the support they need.

Although menopause is not a protected characteristic under the Equality Act 2010, if an employee is put at a disadvantage or treated less favourably as a result of experiencing menopause symptoms, this could be deemed as discrimination if related to a protected characteristic such as; age, disability, gender reassignment or sex.

We have developed a range of resources regarding Menopause at Work. These include, a model Menopause at Work policy which can be adapted for use by all our members. A Menopause at Work Risk Assessment to aid discussions about any factors at work that may worsen symptoms of the menopause and what can be put in place to address these. In addition, we have created three Information Notes which provide information and guidance regarding: the Menopause, Supporting Employees and Menopause and the Law.