Menopause in the Workplace: What Every UK Employee and Employer Needs to Know
Menopause is no longer a taboo subject reserved for whispered conversations — it’s now a mainstream workplace issue with real legal weight behind it. Around 13 million people in the UK are currently perimenopausal or menopausal, and most of them are still working. Yet research consistently shows that symptoms are affecting performance, wellbeing, and career progression on a scale employers can no longer afford to ignore.
This guide breaks down what the research actually says, what UK law now requires, and what practical support looks like — whether you’re an employee trying to get through a tough meeting after a sleepless night, or an employer working out where to start.
Why Menopause in the Workplace Matters Right Now
Menopause typically affects women between the ages of 45 and 55, which is often the peak of their careers — a time of senior responsibility, leadership roles, and deep organisational knowledge. When symptoms go unsupported, businesses don’t just risk losing individual employees; they risk losing decades of institutional experience.
The financial case is just as stark. Menopause-related productivity loss is estimated to cost the UK economy around £1.8 billion a year. That figure alone should be enough to move menopause support from a “nice to have” to a genuine business priority.
What the Research Says About Menopause and Work
Recent UK-wide research (CIPD, 2023) paints a clear picture of how symptoms show up on the job:
- 73% of women aged 40–60 have experienced menopause-related symptoms.
- 67% report psychological symptoms — mood changes, anxiety, low confidence, and poor concentration — and the same proportion say symptoms have a mostly negative effect on them at work.
- 79% of those negatively affected said they were less able to concentrate, and 68% said they felt more stressed as a result.
- 53% have been unable to attend work at some point because of their symptoms.
- 27% say menopause has negatively affected their career progression — rising to 36% among women with disabilities or long-term health conditions, and 38% among women from ethnic minority backgrounds.
- 17% have considered leaving their job due to a lack of support, and 6% have actually done so.
Perhaps most telling: employees who do receive workplace support still report negative effects 71% of the time — but for those with no support at all, that figure jumps to 84%. Support doesn’t eliminate symptoms, but it makes a measurable difference.
Despite this, only 24% of women say their employer has any kind of menopause policy or support system in place. That gap between need and provision is exactly what UK law is now starting to close.
Is Menopause Covered by UK Employment Law?
Yes — and the legal landscape has shifted significantly in the last couple of years.
The Equality Act 2010
Menopause isn’t a standalone protected characteristic, but symptoms can trigger protection through several existing routes:
- Disability discrimination — if symptoms have a substantial, long-term effect on someone’s ability to carry out normal day-to-day activities, they may meet the legal definition of a disability, entitling the employee to reasonable adjustments.
- Sex discrimination — because menopause only affects people who were assigned female at birth.
- Age discrimination — because it’s linked to a particular age group.
- Harassment and victimisation — protecting employees from mistreatment linked to menopause-related conduct or complaints.
Employers also have a general duty under health and safety law to carry out risk assessments and adjust the working environment where needed.
The Employment Rights Act 2025: Menopause Action Plans
The Employment Rights Act received Royal Assent in December 2025 and, for the first time, embeds menopause support directly into UK employment legislation. Here’s what’s changing:
- Who it applies to: employers with 250 or more employees.
- What’s required: publishing an annual Menopause Action Plan as part of a wider Equality Action Plan, covering staff awareness and training, clear support pathways within existing policies, physical and cultural workplace adjustments, and signposting to healthcare support (including HRT access).
- Timeline: compliance is voluntary from April 2026, becoming mandatory from 2027.
Smaller employers aren’t legally required to publish a formal plan, but the direction of travel is clear — and getting ahead of it is good practice for recruitment, retention, and reputation regardless of headcount.
What Good Menopause Support Looks Like at Work
Whether or not a formal action plan is required, effective support tends to include the same core elements:
- A clear, written menopause policy that sits alongside existing wellbeing and absence policies, so nobody has to guess where they stand.
- Flexible working arrangements — adjusted hours, hybrid or remote options, and flexibility around start times after a poor night’s sleep.
- Practical environmental adjustments — desk fans, access to cold water, breathable uniforms, and temperature control where possible.
- Fair and informed absence management, so menopause-related sick leave isn’t treated the same as unrelated absence.
- Manager training, so conversations about symptoms and adjustments feel routine rather than awkward.
- Access to occupational health, where risk assessments and formal adjustment recommendations can be made.
- A genuinely open culture, where employees feel safe raising menopause as a health issue rather than a personal weakness.
What Employees Can Do
If you’re navigating menopause symptoms at work, you don’t have to manage it alone or in silence:
- Start the conversation. You don’t need a diagnosis or a formal process to ask your manager or HR about adjustments — a simple, honest conversation is often the first step.
- Ask for a workplace risk assessment if your symptoms (fatigue, brain fog, hot flushes, joint pain) are affecting your day-to-day tasks.
- Request occupational health input if you need adjustments formally documented, especially if symptoms are having a long-term impact.
- Build in support outside of work, too. Regular strength training, targeted nutrition, and better sleep habits are some of the most evidence-backed ways to ease symptoms like fatigue, mood changes, and joint stiffness — which is exactly where a structured, menopause-specific coaching programme can help you feel more like yourself again, both in and out of the office.
FAQs: Menopause in the Workplace
Is menopause classed as a disability under UK law? Not automatically. But if symptoms have a substantial and long-term impact on someone’s ability to carry out normal daily activities, they can meet the legal definition of a disability under the Equality Act 2010 — which means the employer must consider reasonable adjustments.
Do I have to tell my employer I’m menopausal? No, disclosure is always your choice. However, letting your manager or HR know can make it easier to access adjustments, flexible working, or occupational health support.
What is a Menopause Action Plan? It’s a written plan, required annually from large employers (250+ staff) under the Employment Rights Act 2025, covering staff training, support pathways, workplace adjustments, and access to healthcare information. It becomes mandatory from 2027, voluntary from April 2026.
Does my employer have to make adjustments for menopause symptoms? If symptoms meet the legal threshold for disability, yes — employers have a duty to make reasonable adjustments. Even where that threshold isn’t met, many employers choose to offer flexibility and adjustments as good practice.
Can I take sick leave for menopause symptoms? Yes. Menopause-related absence should be recorded and managed fairly, ideally under a specific policy rather than a generic sickness absence process that could disadvantage you.
Getting Support Beyond the Workplace
Workplace policy is only one half of the picture — how you feel day to day depends just as much on how your body is supported through the transition. At FemVital, we work with women 40+ to build strength, manage symptoms, and feel more resilient through perimenopause and menopause, with personalised coaching designed around real life — including the demands of a full-time job.
If menopause symptoms are affecting your work and you want practical, evidence-based support alongside any workplace adjustments, explore FemVital’s coaching programmes to find an approach that fits your life.
Sources: CIPD, Menopause and the Workplace · Equality and Human Rights Commission, Menopause Workplace Guidance · Carrot, Menopause and the Employment Rights Bill · Acas, Managing Menopause at Work