What should employers do about menopause at work?
Menopause is not itself a protected characteristic, but less favourable treatment because of menopause symptoms can be age, sex, disability or gender reassignment discrimination. Employers should assess workplace risks, consider adjustments and train managers. Employers with 250 or more employees can publish a voluntary menopause action plan now, and this is expected to become mandatory in 2027.
How the law applies
Acas says menopause is not a specific protected characteristic under the Equality Act 2010, but treatment linked to menopause symptoms could be discrimination related to age, disability, gender reassignment or sex. In some cases menopause could be a disability, which would bring a duty to make reasonable adjustments. Acas suggests focusing on supporting the person rather than trying to decide whether their condition is a disability.
Unwanted behaviour about someone's menopause symptoms could also be harassment or sexual harassment, depending on its nature.
Health and safety
Employers have a general duty to ensure, so far as reasonably practicable, the health, safety and welfare of employees. Acas and GOV.UK guidance suggest a menopause risk assessment could look at:
- temperature and ventilation
- the material and fit of uniforms
- access to toilets, cold drinking water and somewhere to rest
- whether managers have been trained on menopause and health and safety
Adjustments, absence and policy
GOV.UK guidance lists adjustments such as flexible working hours, access to private rest areas, ergonomic furniture, specialist health advice and control over temperature and ventilation, with changes agreed in writing and reviewed regularly. Acas recommends recording menopause-related absence separately from other sickness absence and having a menopause policy that is shared across the organisation.
Menopause action plans
Since April 2026, employers with 250 or more employees can publish a voluntary action plan alongside their gender pay gap data, covering support for employees experiencing menopause and reducing the gender pay gap. GOV.UK says employers must choose at least 2 actions in their first plan. Under the Employment Rights Act 2025 timeline, plans are expected to become mandatory for public authorities in March 2027 and for private and voluntary sector employers in April 2027, subject to Parliament.
The law
“the health, safety and welfare at work of all his employees…”
“P has a physical or mental impairment…”
Sources
- Menopause at work · Acas
- Menopause and discrimination · Acas
- Supporting workers through menopause · Acas
- Offer workplace adjustments for employees experiencing menopause · GOV.UK
- Conduct a menopause risk assessment for your workplace · GOV.UK
- Plan to Make Work Pay and Employment Rights Act: timeline update · GOV.UK
General information for employers in Great Britain, not legal advice. Check the official sources for your situation.
- Voluntary gender equality and menopause action plans and government menopause guidance introduced
- Action plans expected to become mandatory for public authorities
- Action plans expected to become mandatory for private and voluntary sector employers
Future dates are expected dates and depend on Parliament.
What employers can do
- Add menopause to your health and safety risk assessments and review them regularly
- Train managers to have sensitive, confidential conversations about symptoms and support
- Agree adjustments in writing and check they are working
- Record menopause-related absence separately from other sickness absence
- Publish or update a menopause policy and point staff to it
- If you have 250 or more employees, prepare an action plan ahead of the expected 2027 deadline
Recent tribunal decisions on this topic
Tribunal tracker- TBG Flex Ltd Breach of contractPublic interest disclosureRace discrimination Read the decision on GOV.UK
- Whittington Health NHS Trust Race discriminationSex discrimination Read the decision on GOV.UK
- Ringway Hounslow Highway Ltd Age discrimination Read the decision on GOV.UK
Being listed does not mean a claim succeeded. Read the decision for the outcome; decisions can be reconsidered or appealed. If a listing concerns you, or a decision has since been anonymised or removed, tell us and we will review it and remove it where appropriate.
Related answers
- When must employers make reasonable adjustments? Under the Equality Act 2010, employers must make reasonable adjustments when they know, or could reasonably be expected to know, that a worker or job applicant is disabled and is likely to be put at a substantial disadvantage by a working practice, a physical feature or the lack of an auxiliary aid. The employer pays for the adjustments.
- Which employers must report their gender pay gap, and what is changing? Employers with 250 or more employees on their snapshot date must report and publish gender pay gap data within a year. Action plans on the gender pay gap and menopause support are currently voluntary and are expected to become mandatory in 2027: March for public authorities and April for private and voluntary sector employers.
- How should employers handle flexible working requests? Employees can make a statutory flexible working request from day one, up to twice in any 12 months. Employers must handle it reasonably, consult the employee before refusing, and decide within 2 months, including any appeal. Refusal must rest on a listed business reason. A stricter reasonableness test is expected from October 2027.