Health and wellbeing concerns that arise due to the menopause need to be handled sensitively by employers.

Policies, procedures and support should be put in place and an open environment encouraged with early and regular conversations to understand a worker’s needs.

Employers should consider how a worker’s job role could make their symptoms harder to deal with.

Discrimination

If a worker is treated less favourably or disadvantaged due to their menopause symptoms it could amount to discrimination on the grounds of age, disability, gender reassignment or sex.

Health and safety

Employers are responsible for the health, safety and welfare of their staff and risk assessments should be carried out.

In relation to menopause this could include consideration of temperature, uniform requirements, provision of rest space and manager training on menopause issues.

Menopause Action Plan

Changes proposed under the Employment Rights Bill (ERB) will require large employers (with more than 250 staff) to produce Menopause Action Plans setting out how they will support employees through the menopause.

Menopause actions plans will be introduced on a voluntary basis from April 2026, including for smaller employers.

The actions plans will become compulsory for large employers in 2027.

The government are expected to publish guidance, including for smaller employers, on measures to support employees through the menopause, this is likely to cover matters such as flexible working, uniform requirements and recording menopause related absence.

 

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