World Menopause Day 18 October 2022 – How to be a menopause-friendly employer?

Today is World Menopause Day, which aims to raise awareness on menopause and support options for improving health and wellbeing. All women will go through menopause at some point and for some women, the symptoms can be debilitating and have a significant impact on everyday life.  As a consequence, it is vital that employers are aware that menopause could affect a large percentage of their workforce.

Menopause and perimenopause are not specifically protected under the Equality Act 2010, but if a worker is treated unfavourably because of their symptoms that may amount to discrimination on the basis of their sex and/or age and/or disability. In 2018 a disability discrimination claim on the grounds of perimenopausal symptoms was successful in Davies v Scottish Courts and Tribunals Service. Employers and employees should therefore familiarise themselves with this useful guidance.

Currently, there is no legal requirement for employers to introduce a menopause policy in the workplace. However there are some steps employers can take to ensure they and the workplace are are “menopause-friendly”:

  1. Employers should make it clear that work is an open and accepting place and employees should feel comfortable sharing their struggles.
  2. Train line managers to recognise symptoms of menopause and how to support employees.
  3. Continue to create awareness and information on World Menopause Day and all year round.
  4. Consider having a menopause support group.
  5. Consider flexible working requests.
  6. Policies should have the possibility to be adapted to suit individuals. This includes sick leave policies, performance management and flexible working.
  7. If possible, have a dedicated Menopause Champion in the workplace who is approachable and employees would feel comfortable sharing their cause of absence or issues.

For employees going through menopause it is important to try and be open and honest with your employer. You can also encourage your employer to introduce a menopause-specific policy to help manage this at work.

Please contact the BTO Employment Team if you would like to discuss any aspect of this blog.


This update contains general information only and does not constitute legal or other professional advice.

Emelia Conner, Trainee Solicitor: / 0131 222 2939

Caroline Carr, Partner & Accredited Specialist in Employment Law: / 0141 221 8012 / Connect with Caroline on LinkedIn