Financial & Legal News

Menopause Awareness for Employers

  • Posted on

Most businesses that employ women are usually aware of the acute pressures women in the workplace face.  Companies often offer flexible working as women share a large percentage of the burden of caring roles in families, but a lot of employers may not realise the adjustments which can be made for workers dealing with negative symptoms of the menopause.

Menopause Awareness Month

Menopause Awareness Month is observed in October each year to raise awareness about menopause, its symptoms, and its impact on women's health and well-being.

October 18th is World Menopause Day and with over 4.3million women between the ages of 45-60 in employment in the UK it’s something business owners should not ignore.  If a woman has to leave her employment due to her symptoms that’s a valuable asset lost.

Menopause Symptoms

In a recent survey of 2,000 women 35% said that their work was affected by negative symptoms associated with menopause.

The symptoms most commonly experienced by survey respondents were mood fluctuations, reduced concentration and motivation, fatigue, and pain.

Menopause & Employment Law

Employment solicitors are also aware that business owners need to be more flexible and perhaps consider having a specific menopause policy.  Although the menopause is not a protected characteristic, tribunal claims could be issued on the basis of the menopause.

Partner and Employment Solicitor, Susan Mayall, states:  “There is a duty of care that employers have to ensure the health, safety and wellbeing of their staff and all should be accommodated (e.g. Health and Safety at Work etc. Act 1974, Management of Health and Safety at Work Regulations 1992, 1999), which includes the menopause.”

“The need for employers to have appropriate, lawful and compassionate workplace policies in place is now all the more relevant, not just on World Menopause Day or Month.  As good employers moving forward training and having a respectful working environment is all part of the process,” added Susan.

A menopause policy could also prevent employment litigation as in the case of Merchant v BT, when an employee claimed she was discriminated against on the grounds of her gender during her menopause. The employment tribunal upheld her sex discrimination case.

“Whilst menopause is not a protected characteristic there still might be occasions when business owners might get complaints from staff going through the menopause if their symptoms are not taken seriously.  Having it built into your employment policies backed up with the evidence of training, support and advice is always a good idea,” added Susan.

Menopause and Workplace Adjustments

Making workplace adjustments is a good place to start and what better time than when the menopause is centre stage in the media. These could be simple things like a working space with plenty of fresh air, natural light, comfortable desk seating, a private room staff can use and someone to talk to at work.

Menopause Awareness Month serves as a reminder to employers to consider the unique needs and challenges that women may face during this life stage. Creating a supportive and inclusive work environment can contribute to employee retention, satisfaction, and overall well-being.

How can we help

Our employment lawyers provide legal advice to employers and business owners nationwide from HR and employment contracts to workplace policies and supporting employees with menopause symptoms. For helpful legal advice contact our employment law solicitors on 0161 785 3500 or email

Please note that the information and opinions contained in this article are not intended to be comprehensive, nor to provide legal advice. No responsibility for its accuracy or correctness is assumed by Pearson Solicitors and Financial Advisers Ltd or any of its members or employees. Professional legal advice should be obtained before taking, or refraining from taking, any action as a result of this article.

Written by Susan Mayall


    How can we Help?

    Please fill in the form and we’ll get back to you as soon as we can.

    We’ll only use this information to handle your enquiry and we won’t share it with any third parties.