Menopause in the workplace – Guidance for employers
The Equality and Human Rights Commission (EHRC) has published new guidance on menopause in the
workplace to help employers understand their legal obligations relating to women who are going through the
menopause as well as details on the support they should provide affected employees.
This includes advice on making reasonable adjustments for women who are experiencing the menopause so they
can continue to contribute to work and encouraging positive conversations about this personal issue to help create
a safe and supportive work environment.
Although the menopause is not a protected characteristic under the Equality Act 2010, disability is. Therefore, if
a female employee’s menopause symptoms have a long term and significant impact on their ability to carry out
normal day-to-day activities, these symptoms could be considered a disability, says the EHRC. As a result,
employers will have a legal responsibility to act to safeguard these employees.
Under the Equality Act 2010, employers have a legal obligation to make reasonable adjustments for an employee
when their symptoms amount to a disability. The law also makes it clear that employers cannot directly or
indirectly discriminate against an employee because of their disability or subject a woman to discrimination
arising from her disability.
The EHRC’s guidance advises employers that women who experience menopause symptoms may also be
protected from direct and indirect discrimination, as well as harassment and victimisation, on the grounds of age
and sex.
See EHRC
Menopause in the workplace: Guidance for employers | EHRC (equalityhumanrights.com)
Employers’ legal obligations
Under the Equality Act 2010, workers are protected from discrimination, harassment and victimisation on the
basis of protected characteristics including disability, age and sex.
Under the Management of Health and Safety at Work Regulations 1999, employers also have a legal obligation
to conduct an assessment of their workplace risks.
If you would like help in implementing or further advice this, please get in touch
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