Menopause symptoms can be a disability under the Equality Act. Describe your situation and get instant guidance on your workplace rights.
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What you need to know
There is currently no specific legislation protecting menopausal workers in the UK, but existing laws provide significant protection. The Equality Act 2010 protects against discrimination on the grounds of sex, age, and disability. Menopause-related conditions may constitute a disability if they have a substantial and long-term adverse effect on normal day-to-day activities.
If menopause symptoms substantially affect your ability to do your job and meet the threshold for disability, your employer has a legal duty to make reasonable adjustments. These might include providing a desk fan or temperature control, allowing flexible working hours, giving access to welfare facilities, permitting more frequent rest breaks, or adjusting attendance policies.
Treating someone unfairly because of menopause symptoms could amount to sex discrimination, age discrimination, or disability discrimination. If a manager makes inappropriate comments about menopause, or if menopause symptoms are used to justify disciplinary action or dismissal without proper consideration of underlying health issues, this may be unlawful.
ACAS guidance makes clear that menopause-related absences should generally be treated separately from other sickness absence and should not be used against an employee in attendance management or disciplinary processes without careful consideration. Failing to do so could constitute disability discrimination.
If you believe you are being treated unfairly because of menopause symptoms, you can raise a formal grievance with your employer. Your employer should investigate and respond in writing. If you are not satisfied with the outcome you can appeal and ultimately bring a claim at an Employment Tribunal if the matter is not resolved.
Many employers now have menopause policies and trained menopause champions. You can ask your GP or occupational health provider for support and documentation. ACAS and the Equality and Human Rights Commission both publish guidance for employers on supporting workers through menopause.
This guidance is for general information only and does not constitute legal advice. Always verify current figures and legislation on GOV.UK or seek professional advice for your specific situation.
Under the Equality Act 2010, your employer has a legal duty to make reasonable adjustments to remove disadvantages caused by your disability.
Examples of reasonable adjustments include: working from home, flexible hours, specialist equipment, amended targets, or a change of role or location. Your employer can only refuse if the adjustment is genuinely not reasonable for the business.
Since April 2026, Statutory Sick Pay has been payable from Day 1 of illness — the previous 3-day waiting period has been abolished. SSP is currently £123.25 per week for up to 28 weeks.
If your contract offers enhanced sick pay your employer must honour it. If you have a disability your employer has a duty to make reasonable adjustments under the Equality Act 2010.
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