Menopause, and the years of change that lead up to it, tends to arrive at a point when a person is at the height of their working life. Responsibility is at its widest, experience at its deepest and, for many, the next promotion or career change is within reach. Yet it is a subject many people still manage in silence at work. That silence has costs on both sides: for individuals who struggle without support, and for employers who lose experience and goodwill they might otherwise have kept.
What the symptoms can involve
Menopause is a natural stage of life, and perimenopause is the run-up to it, when hormone levels begin to change. The NHS describes a wide range of possible symptoms, and the list is longer than most people expect. It includes hot flushes and night sweats, difficulty sleeping, mood changes such as low mood and anxiety, problems with memory and concentration, palpitations, headaches, muscle and joint aches, changes to the skin and hair, and reduced sex drive. Some people experience many of these; others experience very few.
Several of these have direct relevance to work. Poor sleep makes concentration harder. A hot flush in a meeting is disruptive and sometimes embarrassing. Difficulty with memory and focus, often described as “brain fog”, can undermine confidence, particularly for someone who has always been sharp. None of this means a person is less capable. It means that a health condition is affecting the conditions in which they work.
The NHS advises seeing a GP if you think you have symptoms of menopause or perimenopause, and also if you experience palpitations or changes in your bleeding. Treatments exist, and a conversation with a doctor is the way to discover what suits you.
What the law is likely to say
Employment law in Great Britain does not use the word “menopause” as a protected category. But protection can still apply, and the official guidance from Acas, the workplace advisory service, is clear on the principle: if someone is treated unfavourably because of menopause symptoms connected to a protected characteristic, that could be discriminatory.
Legal commentary on the Equality Act 2010 points to several ways this can arise:
- Sex and age. Detrimental treatment of someone because of menopause can amount to sex or age discrimination.
- Disability. If symptoms amount to a physical or mental impairment with a substantial and long-term adverse effect on day-to-day activities, the person may be treated as disabled under the Act, and the employer may have a duty to make reasonable adjustments.
- Health and safety. Employers also have general duties for the health, safety and welfare of their workers, which includes assessing risks in the workplace.
Whether a particular situation is covered depends on the facts, and anyone with a specific concern should seek advice from Acas, a trade union or a legal adviser. The broader point is that menopause is not merely a private matter, and the law gives people more protection than many realise.
What support looks like in practice
Acas stresses that managing the effects of menopause at work is important for both employers and workers, and that a positive workplace culture helps prevent people from losing confidence, hiding their condition, developing mental health problems or leaving their jobs. Support does not have to be elaborate. The adjustments that employers and workplace guidance commonly suggest are practical and inexpensive:
- Temperature and ventilation. A desk fan, a place near a window or away from a heat source, and the ability to adjust clothing or uniform can help with hot flushes.
- Access to water and facilities. Easy access to cold drinking water, and to toilets or a quiet space when needed.
- Flexible working. Adjusting hours, allowing some home working or building in breaks can help when sleep has been poor. Flexible working requests follow their own legal process, and Acas publishes a code of practice on handling them.
- Workload and deadlines. A temporary adjustment during a difficult period is a small cost compared with losing an experienced employee.
- Uniform and dress codes. Breathable fabrics and layers make a difference, and policies that allow for this are simple to put in place.
- Sickness and absence management. Managers can recognise that menopause-related symptoms are health-related, and handle absence accordingly.
None of this requires a diagnosis to be disclosed in detail. It requires a manager who listens, and a system that does not treat the request as a problem.
Starting the conversation
For many people, the hardest part is the first conversation. A few suggestions may help.
- Decide what you need, not just what you are experiencing. “I would like a fan and a desk near a window” is easier to act on than a general description of symptoms.
- Choose the person. A line manager is the usual route, but if that is difficult, an HR contact, an occupational health service or a trade union representative can be a starting point.
- Be specific about the impact, and suggest a review in a few weeks. Symptoms change, and it is reasonable to revisit arrangements.
- Keep a note of what you agree. It is not a sign of distrust; it is simply useful if circumstances change.
- Remember it is a health matter. You are entitled to treat it as one.
Acas also notes that menopause affects not only women but anyone who has a menstrual cycle, including trans men, non-binary people and people with variations in sex characteristics, and that employers should support everyone equally.
For managers and colleagues
For managers, the main skill is to listen without making assumptions. Not everyone has difficult symptoms, and those who do will not all need the same thing. It helps to know what your organisation can offer, to treat the information with confidence, and to avoid framing the conversation as a performance issue.
Colleagues can contribute simply by making it ordinary to talk about. A workplace in which people can say “I slept badly, and I am struggling today” without embarrassment is better for everyone, not just those in midlife.
The wider picture
Treating menopause as a normal part of working life, not a private difficulty to be endured, is cheaper and kinder than the alternative. It keeps people’s skills in the workplace, and it makes later stages of a career easier to imagine. The adjustments are small; the principle is straightforward. If you are experiencing symptoms, support is a reasonable thing to ask for, and in many cases it is something your employer is expected to consider.
This article is general information, not medical or legal advice. If you are concerned about symptoms, speak to your GP; for questions about your rights at work, contact Acas, a trade union or a legal adviser.
Sources: NHS (Menopause and perimenopause: symptoms); Acas (Menopause at work); HCR Law (commentary on menopause in the workplace)
