Menopause is becoming an increasingly important consideration for employers and can have a real impact on women’s experience at work, including their confidence, performance, career decisions and ability to remain in the workplace.
While menopause itself is not a protected characteristic under the Equality Act 2010, menopause-related symptoms can, in some circumstances, meet the legal definition of a disability. This means employers may have a duty to consider reasonable adjustments. Tribunals are also increasingly dealing with menopause – related claims alongside disability, sex and age discrimination.
For employers, the key message is simple: understanding the impact menopause can have at work and knowing how to provide appropriate support is becoming increasingly important.
What about Menopause Action Plans?
For larger employers, there is also a move towards more formal menopause support. Organisations with 250 or more employees are expected to be able to participate in Menopause Action Plans (MAPs) from April 2026, with mandatory requirements anticipated from spring 2027, subject to legislation. Employers will be expected to commit to at least two recommended actions.
For organisations with fewer than 250 employees, there is currently no requirement to have a Menopause Action Plan. However, that doesn’t mean menopause should be overlooked.
What can small business do?
You don’t need to introduce a complicated new policy or make major changes overnight. There are plenty of practical steps you can take to make your workplace more supportive.
Here are some things you could consider:
- Equipping managers to have open and supportive conversations about menopause, without making assumptions about an employee’s health or circumstances.
- Reviewing your existing policies, particularly sickness absence, flexible working, equality, wellbeing and health & safety policies, to make sure they work effectively for employees experiencing menopause.
- Considering reasonable adjustments where appropriate. These might include flexibility around working hours, access to cooler environments, fans, cold drinking water, quiet spaces or changes to uniforms or working arrangements.
- Reviewing your Occupational Health provision and checking that your provider has appropriate expertise in menopause.
- Considering menopause-specific risk assessments where these are relevant to the role and working environment.
- Provide signposting, support groups or menopause champions where appropriate for your organisation.
Why does it matter?
Menopause symptoms can affect attendance, productivity, confidence and career decisions. Research has found that some employees reduce their working hours or leave employment altogether because of their symptoms.
Creating a workplace where people feel comfortable talking about menopause and asking for support can therefore make a real difference – helping with employee wellbeing, inclusion, retention and reducing potential legal risk.
It’s also about creating a workplace culture where employees feel listened to and supported when they need it. You don’t need to wait for legislation to take sensible action.
For SMEs, the priority should be to make sure your existing HR framework is menopause-aware, rather than necessarily creating a complex standalone policy.
Good menopause support doesn’t have to be expensive or complicated. Often, relatively simple workplace adjustments and quality conversations can make a significant difference to an employee’s experience at work.
Taking a proactive approach can help you support your people effectively and ensure your HR processes are ready to respond if an employee needs additional support.
If you’re unsure whether your current policies and processes are menopause-friendly, now is a good time to take a look. If you need any help or support, please get in touch with us: hello@risehr.co.uk