Menopause at Work and Employer Obligations

Additionally, the government have committed to publishing guidance, including for small employers, on measures to consider in relation to uniform and temperature, flexible working and recording menopause-related leave and absence.

Menopause support is more than just a well-being matter; there are legal obligations on employers of all sizes to consider.

What are the key obligations?

Health and Safety

Employers of all sizes have a legal responsibility for the health and safety of all employees. This includes carrying out risk assessments of the work and the workplace. In the context of menopause, this may involve considering:

• Workplace temperature and ventilation
• Suitability and comfort of uniform or dress code
• Accessibility and privacy of the toilet and washing facilities
• Access to cold drinking water and rest areas

Equality and Discrimination

Whilst menopause is not in itself a protected characteristic under the Equality Act 2010, menopause-related symptoms may, in some cases, amount to a disability. Individuals may also bring menopause-related discrimination claims based on the protected characteristics of disability, sex and age.

With increasing awareness of menopause and its impact on workers, it is important for all employers to take a proactive approach to understanding how menopause affects their own workplaces and to ensure that workers are treated fairly and supported appropriately.

What Now for Employers?

We would encourage employers to:

• Develop and implement a menopause policy that clearly sets out available support and adjustments.
• Train staff and managers to promote awareness and enable confident and compassionate conversations.
• Appoint a menopause champion or ambassador to act as a point of contact and to help normalise discussion.
• Risk assess the workplace to identify environmental or role-related factors that may affect workers experiencing menopause.

Create an open culture where employees feel safe to raise menopause-related issues and understand the support and adjustments available.

We encourage every organisation to pause and ask whether their workplace policies and culture are menopause-aware. Even small changes in awareness, communication and flexibility can make a significant difference to wellbeing, engagement and retention.

How We Can Help

If you would like to discuss how your business can better support employees or assist with workplace policies, our Legal 500-accredited Employment Law team is here to help. Please contact Sophia Radford, Solicitor in our Employment Law team:

• Telephone: 01258 488214
• Email: sophia.radford@blanchardsbailey.co.uk
• Locations: Blandford, Weymouth.

You can also visit the Employment Law page on our website for more information.