Menopause is not a standalone protected characteristic under UK equality law, but employees experiencing menopause-related symptoms are still protected in various ways, and an increasing number of employers have introduced dedicated menopause policies. This guide explains the position for 2026/27.
The Legal Basis for Protection
Menopause itself is not a standalone protected characteristic under the Equality Act, but menopause-related workplace issues can still be addressed through existing protections — for example, if menopause symptoms are severe and long-lasting enough to meet the legal definition of a disability, an employer’s duty to make reasonable adjustments can apply.
Unfavourable treatment connected to menopause can, depending on the facts, also potentially amount to sex discrimination or age discrimination, since menopause affects a group defined by both sex and age, giving employees another possible route to challenge unfair treatment even where the disability threshold is not met.
Reasonable Adjustments and Sickness Absence
Where the legal threshold for disability is met, an employer’s duty to make reasonable adjustments could include practical changes such as temperature control at a workstation, flexible working arrangements, adjusted uniform requirements, or additional breaks, tailored to the specific symptoms an individual experiences.
How menopause-related sickness absence is recorded and treated also matters — some employers choose to record menopause-related absence separately from general sickness absence within their policies, to avoid it counting against an employee in the same way as unrelated illness under a standard absence management or trigger-point policy.
What a Good Menopause Policy Typically Covers
A dedicated menopause workplace policy commonly covers manager training and awareness, a clear route for employees to request adjustments without needing to disclose more detail than they are comfortable sharing, practical workplace measures (such as access to cooler areas or flexible breaks), and how menopause-related absence is recorded.
Having a clear, written policy is not itself a strict legal requirement in every case, but it can help an employer demonstrate a proactive, consistent approach, reduce the risk of individual disputes escalating, and support retention of experienced staff going through this stage of life.
Frequently Asked Questions
Is menopause a protected characteristic under UK equality law?
Not as a standalone protected characteristic, but menopause-related treatment can still fall under existing protections against sex discrimination, age discrimination, or disability discrimination (where symptoms are severe and long-lasting enough to meet the legal definition of disability).
Can menopause symptoms count as a disability?
They can, if the symptoms have a substantial and long-term adverse effect on someone’s ability to carry out normal day-to-day activities, meeting the legal test for disability under the Equality Act, which would then trigger an employer’s duty to consider reasonable adjustments.
What reasonable adjustments might help with menopause symptoms at work?
Examples include better temperature control or access to a fan or cooler space, flexible working hours or additional breaks, adjustments to uniform requirements, and flexibility around attending medical appointments — tailored to the specific symptoms an individual employee experiences.
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Should menopause-related absence be recorded differently from other sickness absence?
Many employers choose to record it separately or flag it distinctly within their sickness absence policy, so that menopause-related time off does not automatically count towards absence triggers in the same way as unrelated illness, though practice varies between employers.
Do I have to disclose that my symptoms are menopause-related to get support?
Not necessarily in detail — a good employer policy generally allows employees to request adjustments or flexibility without needing to share more personal information than they are comfortable with, though providing some context can help an employer respond appropriately.
What can I do if I feel I have been treated unfairly because of menopause symptoms?
Raise it with your employer or HR first, referencing any relevant policy, and if it is not resolved, consider whether the treatment could amount to disability, sex or age discrimination under the Equality Act, in which case an Employment Tribunal claim may be an option with appropriate advice.
Are employers legally required to have a menopause workplace policy?
No — there is no standalone legal requirement in the UK for employers to have a written menopause policy, but a growing number adopt one voluntarily to support staff, manage absence consistently, and reduce the risk of disability, sex or age discrimination claims arising from how symptoms are handled.
Can menopause symptoms affect eligibility for statutory sick pay?
Menopause-related sickness absence is generally treated the same as any other illness for Statutory Sick Pay purposes, so normal SSP eligibility rules apply, though some employers choose to record it separately internally so it does not automatically count towards absence triggers.
Should line managers receive specific training on menopause?
Many good-practice policies include manager training so that requests for adjustments are handled consistently and sensitively, and so managers understand how menopause symptoms can affect performance or attendance without assuming poor performance or lack of commitment.
Does a menopause policy apply only to employees, or also to workers and contractors?
Coverage depends on how an individual employer drafts its policy, but the underlying legal protections against disability, sex and age discrimination generally extend to workers as well as employees, so many employers choose to apply supportive measures broadly rather than strictly to employed staff only.
Disclaimer: This guide reflects UK rules as they generally apply in 2026/27. This guide is for general information only and is not professional advice. Consult a qualified adviser and refer to gov.uk for current official guidance before relying on any treatment.
