Menopause at work: from legal duties to practical action

CIPD HR-inform

Stacie Cheadle, technical writer at Croner, explains the issues for employers to consider when supporting women going through menopause, and the move to mandatory reporting for larger businesses.

World Menopause Awareness Day takes place on 18 October 2026 to raise global awareness about menopause and the health challenges women face as a result of it. As the impact of the menopause on women becomes more widely recognised, employers are increasingly adapting workplaces and requirements to accommodate those going through it.

Menopause is a natural stage of life, typically affecting women aged between 45 and 55. Symptoms can be significant and may affect people in different ways. They may include hot flushes, night sweats, tiredness, sleep disturbance, anxiety, low mood, difficulty concentrating, headaches and changes to menstrual patterns. The impact of these symptoms may be increased by workplace factors such as excessive heat, poor ventilation, working arrangements, and management practices.

Employers’ legal duties

As it stands currently, there is no standalone general statutory duty for employers that relates to the menopause. But this will be changing from next April when new menopause reporting requirements are introduced as part of the Employment Rights Act 2025.

For now, menopause-related issues fall under several existing legal obligations. Under the Equality Act 2010, an employee may be protected from discrimination if menopausal symptoms amount to a disability. This will depend on the employee’s circumstances and whether the symptoms have a substantial and long-term adverse effect on the person’s ability to carry out normal day-to-day activities.

The law requires employers to avoid direct discrimination, harassment and victimisation because of a disability, and consider reasonable adjustments where the legal disability threshold is met.

Appropriate adjustments could include changes to working hours or location, for example. Establishing whether an adjustment is required must be on done on an individual basis with the affected employer. This can happen during a menopause welfare chat/discussion.

Where menopause symptoms may be affecting attendance or performance, this should be discussed with the employee, and medical advice taken, for example from an occupational health practitioner, where appropriate. This will help to identify whether adjustments or other support may help.

Health and safety duties also apply. Workplace risks should be assessed and reasonable practicable steps should be taken to protect employees’ health, safety and welfare. A menopause risk assessment may identify workplace conditions that aggravate symptoms.

Rules are changing from 2027

The Employment Rights Act 2025 introduces a framework for mandatory equality action plans for companies with 250 or more employees, which will be linked to the existing gender pay gap reporting system.

When the rules come into force in 2027, affected employers will have to publish plans setting out how they are addressing gender equality, including the gender pay gap and supporting employees experiencing menopause.

For the 2026-2027 reporting year, action plans are voluntary, but they will be mandatory from next spring. The effective dates will be 30 March 2027 for most public authorities and 4 April 2027 for private and voluntary sector employers.

Large employers will be expected to include in their action plan at least one action to narrow their gender pay gap and at least one action supporting employees experiencing menopause.

The government guidance, Creating an action plan: guidance for employers[SC1] , includes a list of recommended actions:

• training managers;

• providing access to occupational health advice;

• creating confidential support networks,

• carrying out menopause risk assessments;

• offering tailored workplace adjustments; and

• reviewing existing policies and procedures.

Employers with fewer than 250 employees will not have to comply with the rules, but the government is encouraging smaller businesses to use the available materials.

Preparing now

Rather than waiting until the deadline to take action, now is the time to review existing equality, health and safety, sickness absence, flexible working, performance and dignity-at-work arrangements.

Once mandatory, action plans are expected to be reviewed and updated annually, with interim reviews one and two years after submission and a more detailed review after three years.

By acting in accordance with the legislation and available guidance, supporting menopause becomes an ongoing part of equality, health and safety and people-management strategies, rather than a one-off policy exercise.

By Stacie Cheadle, HR technical writer at Croner