Understand the Menopause at Work Act

The Menopause at Work Act is reshaping how organisations support employees experiencing menopause. For HR teams and leaders, it’s not just a legal issue – it’s a people, culture and performance issue. In this article, we’ll look at what the Act means in practice, who it protects, and the steps employers should take to stay compliant and support their people.

Why the Menopause at Work Act Matters

Menopause affects a significant proportion of the workforce, often at senior or leadership levels. Symptoms such as hot flushes, sleep disturbance, anxiety and brain fog can have a real impact on confidence and performance.

Without the right support, employees may reduce hours, step back from progression, or leave altogether – taking skills and experience with them.

The Menopause at Work Act recognises this and encourages employers to treat menopause as a workplace issue, not a private one. It pushes organisations to think about policies, culture and practical support, rather than relying on ad‑hoc conversations.

Legal Duties for Employers

While the detail of the Act will evolve, several core duties are already clear for employers:

- Duty of care: Employers must take reasonable steps to protect employees’ health, safety and wellbeing, including those experiencing menopause symptoms.

- Equality and discrimination: Menopause can intersect with existing protections around age, sex and disability. Failing to support employees may increase the risk of discrimination or harassment claims.

- Fair processes: Performance, capability and attendance processes should take menopause into account where relevant, and managers should be trained to handle these conversations sensitively.

Treating menopause as a legitimate workplace issue – with clear documentation and fair processes – is central to compliance.

Reasonable Adjustments in Practice

“Reasonable adjustments” will look different in every organisation, but common examples include:

- Flexible start and finish times to manage sleep disturbance

- Access to cooler, well‑ventilated workspaces or desk fans

- Easy access to toilets and drinking water

- Adjustments to uniforms or dress codes

- Temporary changes to workload, deadlines or targets during periods of severe symptoms

- Options for hybrid or remote working where roles allow

The key is to listen to the individual, explore options together, and record agreed adjustments clearly.

Training Managers and HR

Policies alone are not enough. Line managers and HR teams need the skills and confidence to:

- Recognise when menopause may be a factor in performance or attendance

- Start supportive, confidential conversations

- Signpost employees to internal policies and external medical support

- Apply policies consistently and fairly across teams

Short, focused training sessions can make a big difference to how safe employees feel raising menopause‑related issues at work.

How to Start a Menopause at Work Policy

A clear policy helps everyone understand expectations and available support. A good menopause at work policy will usually:

- Explain what menopause is and how it can affect work

- Set out the organisation’s commitment to support and non‑discrimination

- Describe the process for requesting adjustments

- Clarify the roles of HR, managers and employees

- Link to related policies (e.g. wellbeing, flexible working, sickness absence, dignity at work)

Involving employees, staff networks and trade unions in drafting the policy can improve buy‑in and relevance.

Conclusion

The Menopause at Work Act is an opportunity for organisations to modernise how they support mid‑life employees and retain valuable talent. By combining clear policies, practical adjustments and confident managers, employers can reduce risk and build a more inclusive culture.

If you’d like support assessing your organisation’s readiness for the Menopause at Work Act – from policy reviews to manager training – get in touch to discuss tailored compliance support.