Menopause symptoms can be a disability under the Equality Act. Describe your situation and get instant guidance on your workplace rights.
↓ Try the Checker NowMenopause symptoms can qualify as a disability under the Equality Act 2010 (England, Wales and Scotland) or the Disability Discrimination Act 1995 (Northern Ireland) if they have a substantial and long-term effect on day-to-day activities. Employers have a duty to make reasonable adjustments — such as flexible working, temperature control, access to rest facilities or adjusted attendance targets.
Dismissing or penalising someone because of menopause symptoms linked to disability, age or sex is unlawful. You can raise a grievance if your employer refuses reasonable adjustments.
Key areas covered: menopause at work, reasonable adjustments, disability discrimination, flexible working, sex discrimination, age discrimination. Checked against official sources.
Common effective adjustments include access to a fan or cooler workspace, flexibility around start times after a poor night's sleep, more frequent breaks, and reviewing uniform requirements if synthetic fabrics worsen symptoms — none of these need to be costly or complex to implement, but they can make a real practical difference.
Depending on the severity of symptoms and the nature of the treatment, a claim might draw on disability, sex, or age discrimination provisions — sometimes more than one applies, and being aware of this can help frame a stronger, more complete grievance if things don't get resolved informally.
This checker gives you a plain English read on your specific situation, answered only from its own guide for your part of the UK, checked against official sources. No login needed, and your answer is generated instantly based on what you tell us.
Our guidance covers many common situations, but complex or high-stakes cases need professional advice. For employment issues, contact ACAS in England, Wales and Scotland (0300 123 1100) or the Labour Relations Agency in Northern Ireland (03300 555 300). For free general advice, contact Citizens Advice (England 0800 144 8848, Wales 0800 702 2020), Citizens Advice Scotland (0800 028 1456) or Advice NI (0800 915 4604). For urgent housing problems in England, Shelter can help on 0808 800 4444.
What you need to know
The checker below answers from the verified guide for your nation. These are the key points from each one.
Full guide: Menopause at Work in England, Wales and Scotland. Last verified: 24 September 2026.
Full guide: Menopause at Work in Northern Ireland. Last verified: 24 September 2026.
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.
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Include how long you have worked there, how your symptoms affect you at work, what you have asked for, and what your employer has done.
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Am I entitled to redundancy pay?
Employees with at least 2 years of continuous employment are entitled to statutory redundancy pay. The amount depends on age, length of service and weekly pay. For redundancies from 6 April 2026, a week of pay is capped at £751 in England, Wales and Scotland (maximum £22,530) and at £783 in Northern Ireland (maximum £23,490).
What is unfair dismissal?
Unfair dismissal is when an employer dismisses an employee without a fair reason or without acting fairly in how they do it. In England, Wales and Scotland you currently need at least 2 years of continuous employment to claim ordinary unfair dismissal, or at least 6 months where the employment ends on or after 1 January 2027. In Northern Ireland you need at least 1 year.
When is statutory sick pay paid?
From 6 April 2026, statutory sick pay (SSP) is paid from the first full day of sickness absence, in Northern Ireland as well as in England, Wales and Scotland. It is £123.25 a week, or 80% of your average weekly earnings (normal weekly earnings in Northern Ireland) if that is lower. In England, Wales and Scotland it is paid for up to 28 weeks.
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The checker answers only from the guide for the nation you choose, plus what you tell it. If your question is not covered there, it says so instead of guessing. Each guide was checked against primary sources on 24 September 2026.
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Directed and published by Matt Thompson, founder of UK Work Rights. Guidance checked against GOV.UK, ACAS and legislation.gov.uk. This is general rights guidance, not legal advice.
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