What is a menopause workplace risk assessment?
A menopause workplace risk assessment is a systematic evaluation of workplace conditions and practices to identify how menopausal symptoms may affect the health, safety, and wellbeing of employees, and what reasonable adjustments can be made to support them. While there is no specific menopause legislation in the UK, employers have legal duties under the Equality Act 2010 and the Health and Safety at Work Act 1974 to assess and manage risks that may disproportionately affect menopausal workers. This includes considering temperature control, workload management, access to facilities, and flexible working arrangements.
Why menopause risk assessments matter in UK workplaces
Menopause affects approximately 13 million women in the UK — roughly 51% of the population. According to the Fawcett Society, one in ten women who worked during menopause left their jobs due to symptoms. A 2022 survey by the Chartered Institute of Personnel and Development (CIPD) found that three in five menopausal women said their symptoms had a negative impact on them at work, yet 67% of those experiencing symptoms did not inform their manager.
The business case is clear: menopausal employees are typically experienced, senior staff in their peak earning years. Losing them because of unmanaged symptoms represents a significant loss of skills, institutional knowledge, and diversity. Employment tribunal claims citing menopause discrimination have increased sharply since 2018, with successful claims resulting in awards exceeding £60,000 in some cases.
Employers who conduct menopause risk assessments and implement workplace adjustments demonstrate compliance with the Equality Act 2010, reduce the risk of discrimination claims, improve retention of experienced female staff, and create a more inclusive workplace culture that benefits all employees.
The legal framework: Equality Act 2010 and protected characteristics
There is no standalone menopause legislation in the UK. However, the Equality Act 2010 protects employees from discrimination on the basis of several characteristics that may be engaged by menopause symptoms. The three most relevant protected characteristics are:
- Sex — menopause affects women and some trans men and non-binary people assigned female at birth. Treating an employee unfavourably because of menopausal symptoms may constitute direct sex discrimination under Section 13 of the Equality Act 2010.
- Age — menopause typically occurs between the ages of 45 and 55. Policies or practices that disadvantage this age group may constitute indirect age discrimination under Section 19.
- Disability — where menopausal symptoms are severe and have a substantial and long-term adverse effect on the ability to carry out normal day-to-day activities, they may meet the definition of disability under Section 6 of the Equality Act 2010. In such cases, the employer has a legal duty to make reasonable adjustments under Section 20.
In addition, the Health and Safety at Work Act 1974 Section 2 places a duty on employers to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all employees. This includes considering how workplace conditions — temperature, ventilation, workload, toilet access — may affect menopausal workers. The Management of Health and Safety at Work Regulations 1999 Regulation 3(1) requires employers to assess risks to the health and safety of employees, which includes considering groups of workers who may be particularly at risk.
Common menopausal symptoms and workplace impacts
Menopause is defined as the point when menstruation has stopped for 12 consecutive months, typically occurring between ages 45 and 55. The perimenopause (the transition phase before menopause) can last several years and is when symptoms are often most severe. The 34 recognised symptoms of menopause include:
- Hot flushes and night sweats — sudden feelings of intense heat, sweating, flushing of the face and neck. Can be triggered by warm environments, stress, or physical activity. Workplace impact: difficulty concentrating, embarrassment in meetings, discomfort in uniforms or formal clothing, sleep disruption leading to fatigue.
- Cognitive symptoms — memory problems, difficulty concentrating, brain fog. Workplace impact: reduced productivity, difficulty following complex instructions, anxiety about performance.
- Fatigue and sleep disturbance — often caused by night sweats. Workplace impact: difficulty maintaining alertness during shifts, increased accident risk in safety-critical roles.
- Anxiety and low mood — fluctuating hormone levels can affect mental health. Workplace impact: reduced confidence, reluctance to speak up in meetings, social withdrawal.
- Heavy or unpredictable periods — during perimenopause. Workplace impact: need for frequent toilet access, concern about leakage, difficulty in roles with restricted breaks.
- Joint and muscle pain — affects mobility. Workplace impact: difficulty with manual handling, prolonged standing, repetitive tasks.
Not all employees experience severe symptoms. Many manage menopause without workplace adjustments. However, for those who do experience disruptive symptoms, a proactive risk assessment and supportive environment can make the difference between continuing in work and leaving employment.
How to conduct a menopause workplace risk assessment
A menopause risk assessment follows the same five-step process set out in HSE guidance for all workplace risk assessments, but with a specific focus on the needs of menopausal employees. The process should be led by someone with sufficient authority to implement changes — typically a health and safety manager, HR manager, or senior line manager — and should involve consultation with affected employees.
Step 1: Identify workplace factors that may worsen menopausal symptoms
Walk through the workplace and consider the following factors:
- Temperature and ventilation — are there areas with poor air circulation, no opening windows, or excessive heat from equipment or sunlight? Are uniforms made from synthetic, non-breathable fabrics?
- Access to facilities — are toilets readily accessible? Are there facilities to change clothing if needed? Is there a private space for employees who need a moment away from the work area?
- Workload and working patterns — are there periods of high stress or long shifts without breaks? Is there inflexibility in shift patterns that makes it difficult to manage fatigue or medical appointments?
- Physical demands — does the role involve manual handling, prolonged standing, or repetitive tasks that may be affected by joint pain or fatigue?
- Cultural factors — is there a workplace culture where discussing health issues is discouraged? Are managers trained to have supportive conversations about menopause?
Step 2: Decide who might be affected
The most obviously affected group is women aged 45–55, but the assessment should also consider:
- Women experiencing premature menopause (before age 40) or early menopause (ages 40–45) due to medical treatment, surgery, or genetic factors
- Trans men and non-binary people assigned female at birth who may experience menopause
- Employees undergoing cancer treatment that induces menopause
Consultation with employees is essential. Anonymous surveys or confidential conversations can help identify how many employees are affected and what adjustments would be most helpful. The CIPD model menopause policy includes a sample employee survey.
Step 3: Evaluate the risks and decide on control measures
For each workplace factor identified in Step 1, evaluate whether it presents a significant risk to the health, safety, or dignity of menopausal employees, and what adjustments can be made. Apply the hierarchy of controls — elimination, substitution, engineering controls, administrative controls, and PPE — though in the menopause context, most effective interventions are administrative or environmental.
Examples of control measures:
- Temperature control — install or improve ventilation, provide desk fans, allow flexible dress codes, permit working near windows or in cooler areas, provide access to cold drinking water.
- Facilities — ensure toilets are easily accessible without needing permission, provide a private rest area, supply sanitary products in toilets, consider a shower facility if space allows.
- Flexible working — allow flexible start and finish times to accommodate sleep disturbance or medical appointments, permit remote working on particularly difficult days, allow short unscheduled breaks.
- Workload adjustments — temporarily reduce targets or performance expectations during severe symptom periods, redistribute physically demanding tasks, provide additional support during high-pressure periods.
- Uniform adjustments — allow natural-fibre alternatives, permit layered clothing that can be adjusted, relax formal dress codes where safe and appropriate.
- Training and culture — train line managers to have supportive, non-judgmental conversations, include menopause in equality and diversity training, appoint menopause champions, normalise discussion of menopause in team meetings.
Step 4: Record the findings and implement them
Under Regulation 3(6) of MHSWR 1999, employers with five or more employees must record the significant findings of the risk assessment. Best practice is to record the assessment even if you have fewer than five employees. The record should include the workplace factors identified, who may be affected, the control measures in place or planned, who is responsible for implementing them, and the review date. The assessment should be made available to all employees and included in induction training.
Step 5: Review and update the assessment
The assessment should be reviewed at least annually, or whenever there is a significant change in the workplace (for example, relocation to a new building, change in uniform policy, or feedback from employees that current measures are inadequate). Review should also follow any menopause-related grievance, dignity at work complaint, or exit interview where menopause was cited as a reason for leaving.
Reasonable adjustments under the Equality Act 2010
Where an employee's menopausal symptoms meet the definition of disability under the Equality Act 2010 — substantial, long-term adverse effect on day-to-day activities — the employer has a legal duty under Section 20 to make reasonable adjustments. The duty is anticipatory: employers must think in advance about what disabled people might reasonably need, rather than waiting for an individual to request an adjustment.
Reasonable adjustments for menopausal employees may include:
- Providing a desk fan or relocating the employee to a cooler part of the office
- Allowing remote working or flexible hours to manage fatigue or attend medical appointments
- Adjusting performance targets temporarily during a period of severe symptoms
- Providing additional or more frequent breaks
- Permitting a change of uniform or relaxation of dress code
- Providing access to a quiet, private space
What is reasonable depends on the size and resources of the employer, the cost of the adjustment, and the practicality of implementation. However, most menopause adjustments are low-cost and deliver significant benefits in retention and morale. Refusal to make reasonable adjustments can result in a successful disability discrimination claim at employment tribunal.
Menopause workplace policy template
A written menopause policy signals to employees that the organisation takes the issue seriously and provides a clear framework for managers and employees to follow. A comprehensive menopause policy should include:
- Policy statement — a commitment from senior leadership to support employees experiencing menopause, recognising it as a normal life stage that may require workplace adjustments.
- Scope — who the policy applies to (all employees who may experience menopause, including those undergoing medical menopause).
- Legal framework — reference to the Equality Act 2010, Health and Safety at Work Act 1974, and the employer's general duty of care.
- Symptoms and impact — a plain-English summary of common symptoms and how they may affect work, to raise awareness among managers and colleagues.
- Support available — specific adjustments the employer will consider (flexible working, desk fans, uniform changes, access to occupational health), how to request them, and assurance that requests will be handled confidentially.
- Manager responsibilities — a clear expectation that managers will respond supportively to disclosures, treat information confidentially, and facilitate adjustments without requiring a formal medical diagnosis.
- Employee responsibilities — encouragement to raise concerns early, engage with occupational health if referred, and work collaboratively on adjustments.
- Confidentiality — a commitment that information about an employee's menopause symptoms will only be shared with those who need to know (for example, to implement adjustments), and will not be disclosed to colleagues without consent.
- Review process — a commitment to review the policy annually and to monitor its effectiveness through employee feedback, absence data, and exit interviews.
Model policies are available from CIPD, Acas, and the Menopause in the Workplace Toolkit published by the Faculty of Occupational Medicine. Employers should adapt these templates to reflect their specific industry and workplace culture.
Training managers to support menopausal employees
The success of a menopause policy depends on the confidence and competence of line managers to have supportive conversations. Many managers — particularly male managers or those in younger age groups — have little knowledge of menopause and may feel uncomfortable discussing it. Manager training should cover:
- What menopause is, typical symptoms, and the age range when it occurs
- The legal framework (Equality Act 2010, duty of care under HSWA 1974)
- How to respond if an employee discloses menopausal symptoms — active listening, empathy, confidentiality, focus on solutions
- What adjustments the organisation can offer and how to arrange them
- How to handle performance concerns where menopause may be a factor
- Signposting to occupational health, employee assistance programmes, or external menopause support services
Training should be mandatory for all line managers and should be refreshed annually. The Menopause Workplace Pledge, launched by Channel 4 in 2022, includes a commitment to train all people managers on menopause awareness.
Case law: menopause discrimination in UK employment tribunals
Several high-profile employment tribunal cases have clarified the legal obligations of UK employers in relation to menopause. In Merchant v BT plc (2012), the employment tribunal found that dismissing an employee for performance issues linked to menopausal symptoms, without considering whether she was disabled or making reasonable adjustments, amounted to disability discrimination. The employee was awarded compensation.
In Rooney v Leicester City Council (2022), a social worker was awarded over £30,000 after the tribunal found she had been subjected to unfavourable treatment because of menopause-related absence. The tribunal found the employer had failed to make reasonable adjustments and had subjected her to sex discrimination.
In Lynskey v Unison (2023), an employee was awarded over £30,000 after the tribunal found she had been constructively dismissed due to her employer's failure to take her menopause symptoms seriously and make reasonable adjustments. The tribunal found that the employer's response had been dismissive and had made her working environment intolerable.
These cases illustrate that dismissiveness, failure to make adjustments, and punishing employees for menopause-related absence or performance issues can result in successful discrimination claims. Employers who conduct menopause risk assessments and implement supportive policies are in a much stronger legal position.
Occupational health and medical support
Where an employee is experiencing severe menopausal symptoms, referral to occupational health can be valuable. An occupational health assessment can clarify whether the symptoms meet the definition of disability under the Equality Act 2010, recommend specific adjustments, and signpost to medical treatment options. GPs can prescribe hormone replacement therapy (HRT), which is effective for many women, or refer to specialist menopause clinics.
Employers should not require a medical diagnosis or GP letter before making reasonable adjustments — the legal duty arises when the employer knows or ought reasonably to know that the employee may have a disability. However, occupational health advice can be helpful in designing a comprehensive support plan, particularly for employees with complex or multiple health conditions.
Data and monitoring
To evaluate the effectiveness of menopause support measures, employers should monitor relevant data, including:
- Absence rates for women aged 45–55 compared to other age groups
- Exit interview data — is menopause cited as a reason for leaving?
- Uptake of menopause-related adjustments (number of requests, types of adjustment made)
- Employee feedback through surveys or focus groups
- Grievances or tribunal claims citing menopause
This data should be reviewed annually as part of the risk assessment review process. High absence rates or low uptake of support may indicate that the policy is not working effectively or that employees do not feel confident disclosing symptoms.
Menopause champions and employee networks
Many organisations have appointed menopause champions — trained volunteers who provide peer support, raise awareness, and act as a point of contact for employees who are uncomfortable speaking to their line manager. Menopause champions should receive training on menopause awareness, active listening, confidentiality, and signposting to formal support. Employee networks or support groups can also provide a safe space for employees to share experiences and coping strategies.
External resources and accreditation schemes
Several UK organisations provide guidance and accreditation for employers committed to menopause support:
- Menopause Workplace Pledge — a public commitment to take action on menopause in the workplace, with over 700 signatories including major employers
- CIPD Good Practice Guide on Menopause at Work — includes model policy, manager training resources, and case studies
- Faculty of Occupational Medicine Toolkit — evidence-based guidance for occupational health professionals and employers
- Acas guidance on menopause at work — practical advice for employers and employees, including how to have difficult conversations
- Henpicked: Menopause in the Workplace — training and consultancy services, including a menopause workplace accreditation scheme
Also see: The Ultimate Guide to Risk Assessment · Do I Need a Risk Assessment? · Risk Assessment Legal Requirements · Risk Assessment Generator