World Menopause Day: how to support employees

World Menopause Day (18 October) provides an opportunity for businesses to reflect on their policies, procedures and approach to supporting staff going through menopause and perimenopause and look at what more they can do to make a meaningful difference.

Menopause and perimenopause symptoms can be both physical and psychological and can have a significant impact on daily life for some women, with common symptoms including hot flushes, night sweats, poor concentration, brain fog, difficulty sleeping, headaches, depression and anxiety.

In recent years, there has rightly been much greater political, social and legal focus on supporting women going through the menopause, in turn encouraging employers to reflect on what they can do to support members of their workforce.

Currently, menopause is not itself a protected characteristic under the Equality Act 2010. However, where menopausal symptoms have a ‘substantial’ and ‘long term’ adverse effect on a person’s ability to carry out their normal day-to-day activities, it could be found to be a disability under the Act. This triggers consideration of reasonable adjustments and steps that may need to be taken to tackle the disadvantages that those undergoing the menopause face in the workplace.

A useful reference for employers is the Equality and Human Rights Commission (EHRC) guidance regarding steps that employers can take in order to support workers. The guidance provides practical tips for employers to make adjustments in the workplace, helping to create a more comfortable environment for those going through the menopause.

The guidance references research which highlighted that many women reported having experienced negative impacts of menopausal symptoms in the workplace, and some (1 in 10) have even left their jobs as a result. 

The guidance suggests a number of steps which employers can take to improve working conditions for those with perimenopause and menopausal symptoms, including:

• Introducing workplace cooling systems and/ or fans for those suffering from hot flushes.
• Providing quiet breakout areas where employees can go if they are struggling with symptoms.
• Relaxing workplace uniform policies and allowing employees to wear cooler clothing.
• Promoting flexible working, for instance, working from home (if feasible) when necessary, if employees are struggling with menopausal symptoms.
• Varying shift patterns, such as start and finish times.

Menopause can also form the basis of claims in respect of age and sex discrimination given that the menopause predominantly affects women of a certain age.

What else can employers be doing?

There are multiple ways in which employers can support employees who are experiencing perimenopause and menopausal symptoms, including:

Having a menopause policy - employers are increasingly introducing specific menopause policies in order to raise awareness and recognise the impact it can have on employees in the workplace. This encourages mindful management and open conversations in the workplace as well as ensuring employees know where to go to for support.

Offering access to support - having a nominated person in HR or a specific ‘menopause champion’ can be useful in order to encourage conversations amongst employees and management, allowing for a greater understanding of employees’ needs. 

Training - providing training for line managers will help create a better understanding of menopause and its impact on employees in the workplace. This can help ensure those with line management responsibilities are able to have more effective conversations with their team members, as well as a greater awareness of the support that the organisation can provide.

Voluntarily from April 2026 (becoming a legal requirement in 2027) the Employment Rights Bill will require employers with over 250 employees to create menopause action plans. Employers impacted should keep an eye out for Government guidance on how to prepare for the requirements.

Ultimately, the menopause is going nowhere. With it having such an impact on such a sizeable proportion of the workforce, it’s imperative employers are aware of their legal duties. Supporting employees undergoing the menopause will of course also have commercial benefits, for example helping to reduce absenteeism and improve the retention of talent. A ‘win-win’ for all concerned.