Menopause at work: reasonable adjustments and your rights in Great Britain

In Great Britain, the Equality Act 2010 protects against discrimination because of sex, age and disability. If a woman is treated unfavourably because of menopause symptoms, this may be sex or age discrimination, or disability discrimination if the symptoms meet the legal definition. Employers must make reasonable adjustments for disabled workers. In addition, employers must assess workplace risks, including temperature and ventilation. Northern Ireland has its own equality legislation.

Hot flushes and night sweats, poor sleep, fatigue, anxiety, low mood, difficulty concentrating, heavy or unpredictable bleeding, joint pain and urinary symptoms can all affect performance and wellbeing. Many women hesitate to raise them for fear of being judged. Employers who understand the impact are better placed to provide support that keeps experienced staff at work.

• Control over temperature, access to a fan or cooler workspace, and breathable uniforms.

• Flexible hours or remote working to manage sleep disruption and appointments.

• Easy access to toilets and rest areas, and to drinking water.

• Quiet space for breaks and for managing anxiety or fatigue.

• Adjusted workloads or deadlines during difficult periods.

• A named contact for confidential conversations and regular check-ins.

• Referral to occupational health for tailored advice.

You can speak to a line manager, human resources or occupational health. It helps to describe specific effects and what would help, rather than a general request. Put requests in writing and keep records. You do not have to share medical details beyond what is needed. A letter from your GP or menopause specialist can support the request. Some workplaces have menopause policies or champions, so ask.

Treating symptoms effectively can make a large difference to work. Discuss HRT and other options with your clinician, and mention work pressures. Practical measures such as layered clothing, cool packs and good sleep routines also help. If you have sickness absence related to menopause, record the reason accurately so patterns can be identified and addressed.

If you face disciplinary action, loss of hours or negative comments linked to menopause, seek advice early from a trade union, ACAS or Citizens Advice. Time limits apply to tribunal claims, so do not wait. Keep notes of what happened, when and who was involved.

Managers do not need medical knowledge to help. Listening without judgement, asking what would make work easier and agreeing a short review date makes a real difference. Colleagues can help by avoiding jokes at the expense of someone who is flushed or tired. Employers can offer training, a clear policy, a trained point of contact and information about occupational health. A culture where menopause can be mentioned openly tends to keep experienced staff and reduces sickness absence and conflict.