Workers experiencing menopause

Your legal responsibility

You have a legal duty to assess the health and safety risks to all staff in the workplace, including those experiencing menopause.

Which laws apply?

• Section 2(1) and 2(2) of the Health and Safety at Work etc. Act 1974
• Section 4(1) and 4(2) of Health and Safety at Work (Northern Ireland) Order 1978)
• Reg 3 of the Management of Health and Safety at Work Regulations 1999
• Reg 3 of the Management of Health and Safety at Work Regulations (Northern Ireland) 2000

Risk assessments

The risk assessment you carry out should follow the 5-step approach to risk assessments as recommended by the Health and Safety Executive.

The risk assessment should make sure that the workplace doesn't make menopausal workers' symptoms worse. Simple adjustments to the work environment can often reduce discomfort. The assessment should consider factors such as temperature and airflow, the fabric of uniforms or work clothing, and the availability of toilets and cold drinking water.

It should also take into account the specific symptoms experienced by the individual, which can include hot flushes, sweating, tiredness, difficulty concentrating, anxiety, mood changes, and sleep problems, as these can all affect comfort, wellbeing, and performance at work.

You should also review the risk assessment regularly, as the symptoms of menopausal workers and workplace conditions may change over time.

If a staff member's menopause symptoms have a long-term and significant effect on their ability to carry out normal daily tasks, these symptoms may be classed as a disability. In such cases, you have a legal duty under the Equality Act 2010 (or, in Northern Ireland, the Disability Discrimination Act 1995) to make reasonable adjustments so that affected employees are not disadvantaged at work because of their condition.

Menopause champion

A menopause champion is a trained member of staff who acts as a point of contact for employees experiencing menopause-related issues and speaks up on their behalf. This role is especially useful in workplaces without HR support or where most managers are male, as some employees may feel more comfortable talking to someone who understands their experiences.

With the champion's support, management can run awareness workshops to explain how the organisation will help those affected, review health and safety risk assessments to ensure they cover all stages of perimenopause and menopause, and create a support network to provide information and assistance to staff.

Further guidance

Helpful guidance for employers on how to provide for their menopausal staff are available online:

Acas: Menopause-at-work Guidance

CIPD: Menopause at work: Guide for people managers