Menopause Absence Record Dispute Letter: Free Template and What to Include

If you need to challenge inclusion of menopause-related absences in formal records, a written letter is the recommended first step — it creates a clear record and shows you're pursuing the matter formally. Below is what a strong menopause absence record dispute should include.

What this letter needs to cover

• Reference ACAS guidance that menopause-related absence should be treated differently from general sickness absence
• Request that menopause absences are removed from the formal record and that appropriate support is put in place going forward

Why menopause-related absence needs careful, fair handling

Menopause symptoms can be severe enough to cause genuine absence, but including these absences in standard sickness records without proper consideration can be unfair — and in some cases could amount to sex or age discrimination, or disability discrimination if symptoms are severe enough to meet that legal threshold.

What to include before you send it

• Confirmation of the specific absences you believe were menopause-related
• Why you believe these shouldn't be treated the same as unrelated sickness absence for formal record or trigger point purposes
• Any medical evidence supporting the connection to menopause symptoms
• A request for the absence record to be reviewed and adjusted accordingly

Why this connects to wider workplace policy, not just your individual record

Many employers are now introducing specific menopause policies that separate these absences from standard sickness triggers, recognising the unique and sometimes severe nature of symptoms — if your employer doesn't have such a policy, this letter can also prompt them to consider introducing one.

Frequently Asked Questions

Can menopause symptoms count as a disability under the Equality Act?
If symptoms are severe enough to have a substantial, long-term effect on daily activities, they can meet the legal definition of disability, bringing the full range of associated protections and adjustment duties.

What if my employer says all absences must be treated the same regardless of cause?
A blanket policy that doesn't allow for fair consideration of the underlying cause could itself be discriminatory, particularly given menopause disproportionately affects women in a specific age group.

[Your Name]
[Your Address]
[Your Postcode]
[Your Phone Number]
[Your Email Address]
[Name of Manager / HR]
[Company Name]
[Company Address]
[Company Postcode]
[Date]

Dear [Name],

Subject: My absence record – menopause-related absence

I am writing about my absence from [Start Date] to [End Date] [and on [other dates]], which has been recorded as general sickness.

These absences were caused by menopause symptoms, [e.g. severe fatigue and heavy bleeding]. [I enclose a letter from my GP.]

Acas guidance says employers should consider recording menopause-related absence separately from general sickness absence. Counting it towards absence trigger points could be unfair, and may amount to sex, age or disability discrimination.

Please:
• remove these absences from my formal sickness record, or record them separately so they do not count towards trigger points; and
• meet me to discuss support going forward [e.g. adjustments to my working pattern].

Yours sincerely,

[Your Signature]
[Your Printed Name]