News

Menopause is increasingly recognised as an important workplace issue, but discussions often focus on awareness and employee well-being rather than the practical implications for health and safety.

Menopause is a natural biological process, typically occurring between the ages of 45 and 55, when menstrual periods permanently stop. The preceding stage, known as perimenopause, can begin several years earlier, while some people experience menopause prematurely or as a result of medical treatment.

Experiences vary considerably from person to person. Some employees may experience symptoms that affect their comfort or ability to carry out certain tasks, while others may experience little or no disruption to their working lives.

For employers, the priority should not be making assumptions based on age or gender, but understanding whether workplace conditions or particular activities could present additional risks for individuals experiencing menopause.

From workplace facilities and conditions to working arrangements and risk assessments, there are practical steps employers can take to ensure employees feel safe, comfortable and supported.

In this article, we explore the health and safety considerations associated with menopause in the workplace, employers' legal responsibilities, and how appropriate adjustments can help create a safer and more inclusive working environment.

What are employers' legal responsibilities regarding menopause?

Although there is no general legal requirement for employers to introduce a dedicated menopause policy, several existing laws are relevant to supporting employees experiencing menopause in the workplace.

Under the Health and Safety at Work etc. Act 1974, employers must ensure, so far as is reasonably practicable, the health, safety and welfare of their employees.

The Management of Health and Safety at Work Regulations 1999 also require employers to assess workplace risks and implement appropriate measures to protect employees. This includes considering whether working conditions could create or exacerbate difficulties for individuals experiencing menopause.

The Equality Act 2010 provides additional protection. Although menopause is not itself a protected characteristic, unfavourable treatment associated with menopause may amount to discrimination relating to age, sex or disability.

Where menopause-related symptoms meet the legal definition of a disability, employers may also have a duty to make reasonable adjustments.

There are also new requirements on the horizon for larger organisations. Since April 2026, employers with 250 or more employees have been able to publish voluntary action plans outlining how they intend to address their gender pay gap and support employees experiencing menopause. Under government proposals, these plans are expected to become mandatory from spring 2027, subject to legislation.

Together, these responsibilities mean employers should take a proactive, individual approach to identifying relevant risks, responding to concerns and providing appropriate workplace support.

How can menopause affect workplace health and safety?

The potential impact of menopause on workplace health and safety depends on individual circumstances, the nature of the work being undertaken and the working environment.

For example, poorly ventilated or excessively warm workplaces may cause discomfort for employees experiencing hot flushes, while restrictive uniforms or personal protective equipment (PPE) can make temperature regulation more difficult.

Sleep disruption or fatigue may affect alertness, particularly where employees undertake safety-critical tasks, operate machinery or drive for work. Similarly, difficulties with concentration or increased anxiety may become more challenging in demanding or high-pressure environments.

However, menopause affects individuals differently, and employers should never assume that an employee's age or menopausal status automatically affects their ability to perform their role safely and effectively.

The priority should be to recognise where working conditions may contribute to difficulties and consider appropriate measures based on individual needs.

Practical workplace adjustments employers should consider

Supporting employees who are experiencing menopause does not necessarily require major workplace changes. Often, relatively straightforward adjustments can make a significant difference, provided they reflect individual needs and the nature of the work.

Temperature and ventilation

Review heating, ventilation and temperature controls, particularly in areas where employees cannot easily regulate their own immediate environment. Providing desk fans, access to cooler working areas or greater flexibility over workplace temperatures may help improve comfort.

Facilities and comfort

Ensure employees have convenient access to drinking water, toilet facilities and suitable rest areas. Where uniforms or dress codes apply, consider whether more breathable fabrics or flexible clothing options could be offered without compromising safety or professional requirements.

Working arrangements

Flexible start times, adjusted working hours, additional breaks or hybrid working arrangements may help employees manage any difficulties where appropriate. Any changes should take account of operational requirements and be agreed with the individual.

Safety-critical activities

Where an employee raises concerns about fatigue, concentration or physical discomfort affecting safety-critical tasks, employers should review the relevant activities and existing control measures. Adjustments should be based on an individual assessment rather than assumptions about capability or automatic restrictions on duties.

Personal protective equipment (PPE)

PPE must remain suitable for the wearer and the hazards involved. Employers should consider whether alternative designs, sizes or materials could improve comfort, particularly in warm environments, while ensuring that the required level of protection is maintained.

The aim is not to introduce blanket measures, but to identify practical adjustments that allow employees to continue working safely, comfortably and effectively.

Should employers carry out menopause risk assessments?

Employers are already required to assess workplace health and safety risks, and these assessments should consider whether working conditions could adversely affect employees experiencing menopause.

In March 2026, the government published specific guidance on conducting menopause risk assessments, encouraging employers to take a structured approach to identifying potential difficulties and implementing appropriate adjustments.

Further guidance is available through ISO 45010:2026, a new international standard covering menstruation and menopause in the workplace. Published in September 2026, it provides practical recommendations for workplace policies, adjustments and inclusive health and safety management.

However, this guidance does not mean that every employee experiencing menopause automatically requires a separate individual assessment. Employers should review existing workplace risk assessments and consider more tailored assessments where individual circumstances indicate a need.

The process should involve sensitive consultation with the employee to identify any work-related concerns, agree proportionate control measures and establish whether adjustments are effective.

Assessments should also be reviewed when working conditions or individual circumstances change.

Importantly, employees should feel confident raising concerns without fear of being treated differently or having assumptions made about their capabilities.

Creating a supportive workplace culture

Effective menopause support depends on more than physical workplace adjustments.

Employees should feel comfortable discussing any difficulties that affect their health, safety or well-being, without fear of embarrassment, discrimination or unwanted attention.

Managers should receive appropriate awareness training to help them recognise when support may be needed, respond sensitively to concerns and avoid making assumptions based on age or gender.

Confidential conversations can help identify practical solutions, while clear reporting procedures ensure employees know who to approach and how their concerns will be handled.

Employers should also encourage open communication without expecting individuals to disclose personal medical information unnecessarily.

Introducing a workplace menopause policy can help formalise this approach by setting out responsibilities, available support, procedures for requesting adjustments and arrangements for reviewing them.

Conclusion: Making menopause support part of everyday health and safety

Supporting employees experiencing menopause does not require an entirely separate approach to workplace health and safety.

Instead, employers should apply established principles by identifying relevant risks, consulting employees, implementing appropriate adjustments and reviewing their effectiveness.

By incorporating menopause considerations into existing health and safety arrangements, employers can help create a safer, more comfortable and inclusive working environment where everyone has the opportunity to perform their role effectively.