Menopause Discrimination Grievance Letter: Free Template and What to Include

If you need to raise formal grievance about unfair treatment related to menopause, 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 discrimination grievance should include.

What this letter needs to cover

• Set out the specific incidents of unfair treatment with dates
• Reference the Equality Act 2010 — treatment related to menopause may constitute sex or age discrimination
• Reference the ACAS Code of Practice on Disciplinary and Grievance Procedures
• Request a formal grievance meeting

When menopause-related treatment becomes a discrimination issue

Dismissive comments, being overlooked for opportunities because of assumed unreliability, or facing disciplinary action for menopause-related absence or performance without proper consideration can all amount to discrimination — either directly connected to your symptoms, or more broadly as sex or age discrimination given who menopause specifically affects.

What to include before you send it

• A clear, factual account of the specific treatment you've experienced
• Why you believe this is connected to menopause, and unfair as a result
• Any previous informal attempts to raise adjustments or concerns
• What outcome you're seeking

Multiple possible legal grounds worth understanding

Depending on the severity and nature of your symptoms, a menopause discrimination grievance might draw on disability discrimination, sex discrimination, or age discrimination provisions — sometimes more than one applies. Being aware of this can help frame a stronger, more complete grievance.

Frequently Asked Questions

Is there a specific "menopause discrimination" law?
Not as a standalone category — claims are generally brought under existing disability, sex, or age discrimination provisions in the Equality Act 2010, depending on the specific facts.

What if my employer has no menopause policy at all?
This isn't itself unlawful, but the absence of a clear, fair approach makes individual mistreatment harder to defend if it does occur — worth mentioning as part of a wider push for better practice.

[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: Formal grievance – treatment related to my menopause

I am raising a formal grievance about how I have been treated at work in connection with my menopause symptoms. I believe this may be discrimination under the Equality Act 2010 because of my [choose: sex / age / disability].

What happened:
• [Date]: [Name] [e.g. made dismissive remarks about my hot flushes in a team meeting].
• [Date]: [e.g. I was refused a desk move away from a radiator, though I explained it made my symptoms worse].

This has affected my wellbeing, my health and my ability to do my job. My concerns have not been taken seriously.

To resolve this, I would like:
• [e.g. an apology and action about the behaviour of the people involved];
• menopause awareness training for managers; and
• confirmation of the adjustments I need.

Please arrange a formal grievance meeting under the company's grievance procedure and the Acas Code of Practice on Disciplinary and Grievance Procedures [Northern Ireland: the Labour Relations Agency Code of Practice].

Yours sincerely,

[Your Signature]
[Your Printed Name]