Introduction
Thanks to Davina McCall, Dr Louise Newsom and other high profile celebrities raising awareness around perimenopause and menopause, a whole new discussion has opened up about women’s health rights. The stigma surrounding menopause is gradually dissipating, leading more employees to speak out about their experiences and seek legal recourse for discrimination or failure to accommodate their needs. In February 2025, Personnel Today reported that menopause claims in the employment tribunal have trebled in the last 2 years alone. This trend highlights the need for employers to address the specific challenges faced by employees going through menopause which can significantly impact women’s health and, consequently, their work performance. This article considers the impact of this increase and, with potential changes being introduced by the government, explores the proactive steps employers can take to create a supportive work environment.
Cause and Effect
The demographic shift in the workforce, with more women remaining in employment into their 50s and beyond, means that menopause affects a larger segment of the workforce than ever before. As women make up a significant portion of the workforce, the implications of menopause on productivity and job satisfaction are becoming increasingly apparent.
Changes in mood and mental health (anxiety, mood swings, low self-esteem), headaches, reduced concentration, joint pains, brain fog, fatigue and insomnia are just a few of the symptoms which can all affect workplace relationships, productivity and attendance.
Employers face the challenge of navigating the legal landscape, which includes potential claims of sex, age and disability discrimination, failure to make reasonable adjustments, and breach of duty of care. Employers who neglect to address menopause issues may find themselves facing litigation or reputational harm, particularly as public attitudes shift toward greater accountability for workplace inclusivity.
While each case will be determined on its own facts, some recent employment tribunal decisions and awards made have been significant. In Lynskey v Direct Line Insurance Services Ltd [2023], the employer was ordered to pay a former employee around £64k for failing to adjust her performance targets as a reasonable adjustment. In Shearer v South Lanarkshire Council [2024], a teacher was awarded £61k for a disability and unfair dismissal claim after her employer failed to make reasonable adjustments for symptoms of menopause and anxiety.
For employers, an uptick in employment tribunal claims can result in increased legal costs, reputational damage, and a potentially toxic workplace culture if not addressed proactively.
It doesn’t take long before issues that appear in the employment tribunal filter through to civil claims for psychiatric injury for workplace stress: as a result this is something employers liability insurers should also be aware of.
Proactive Steps Employers can take
To mitigate the risks associated with menopause-related claims, employers can take several proactive measures:
1. Policy- Create clear and realistic policies addressing menopause in the workplace, outlining the support available to employees experiencing symptoms and the process for requesting reasonable adjustments.
2. Training and Awareness- Provide training for management and staff to foster understanding and empathy regarding menopause. This can help reduce stigma and encourage open communication.
3. Flexible Work Arrangements- Implement flexible working options that allow employees to manage their symptoms more effectively. This could include adjustments to work hours, remote working, or the option for more frequent breaks.
4. Health and Wellbeing Programs- Offer health resources and programs that specifically address menopause, including access to counselling, workshops, or health screenings that can assist employees in managing their symptoms.
5. Feedback Mechanisms/Forums- Establish confidential channels for employees to provide feedback on their experiences and suggest improvements to workplace practices related to menopause.
Government Response and Future Direction
The Labour government has recognized the increasing importance of addressing menopause in the workplace. Plans have been proposed to introduce legislative measures that would mandate larger employers to implement Equality Action Plans including specific policies regarding menopause awareness and support. This includes potential guidelines for reasonable adjustments and providing training for HR personnel on menopause-related issues.
Additionally, the government aims to promote awareness campaigns to further educate both employers and employees about the implications of menopause in the workplace. By fostering a culture of inclusivity and support, the government hopes to reduce stigma and improve the overall work environment for women experiencing menopause.
If you would like support with your workplace policies or training etc etc you can contact Radhika Aggarwal.