A Jamie HR manager's guide

The manager's guide to menopause at work

A practical guide for managers and small businesses on supporting employees through menopause: ACAS guidance, the Equality Act 2010, reasonable adjustments, and the new gender equality action plans.
ACAS guidance
Reasonable adjustments
Equality action plans

Menopause at work is covered by ACAS guidance and the Equality Act 2010.

This guide sets out what ACAS guidance recommends for supporting employees through menopause, when symptoms can meet the Equality Act 2010 disability definition, and what that means for reasonable adjustments. It covers risk assessment, absence recording, manager training, policy, and the new equality action plans.

What's inside
ACAS guidance on menopause at work3
Menopause and the Equality Act 20104
When menopause meets the disability definition5
Reasonable adjustments to consider6
Recording sickness absence fairly7
Talking with your employee about menopause8
Manager training and your policy9
Equality action plans: voluntary now, mandatory from 202710
Getting menopause support right11
How Jamie HR helps12

ACAS guidance on menopause at work

ACAS has published dedicated guidance for employers on managing menopause at work.
  • ACAS guidance notes that menopause usually happens between the ages of 45 and 55, though it can happen earlier or later.
  • For many people, ACAS guidance states that symptoms last about four years, and in some cases significantly longer.
  • Menopause can affect a person physically and mentally, and ACAS guidance covers transgender and non-binary employees who experience it.
  • ACAS guidance sets out how to support workers, how to talk with them about menopause, and how discrimination law can apply.
Manager tip
Use ACAS guidance as the starting point for your menopause policy and manager training, alongside your existing sickness absence and equality policies.

Menopause and the Equality Act 2010

Treatment connected to menopause can amount to unlawful discrimination under several protected characteristics.
  • Age discrimination law can apply, since ACAS guidance notes menopause is usually related to age, including for employees who experience early menopause.
  • Sex discrimination law can apply to unfavourable treatment connected to menopause, including harassment.
  • Gender reassignment protection applies to an employee who is planning to, is going through, or has gone through a process to reassign their sex, and who experiences menopause.
  • Disability discrimination law can apply where menopause symptoms meet the legal definition of a disability, covered in the next section.
  • ACAS guidance confirms there is no standalone legal claim for menopause discrimination; a claim must be brought under one of these protected characteristics.

When menopause meets the disability definition

The Equality Act 2010 test for disability can be met by menopause or perimenopause symptoms.
  • Under section 6 of the Equality Act 2010, a person has a disability if they have a physical or mental impairment with a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.
  • EHRC guidance states that if menopause or perimenopause symptoms have a long-term and substantial impact on a person's ability to carry out normal day-to-day activities, those symptoms could be considered a disability.
  • Where menopause symptoms meet this definition, EHRC guidance confirms an employer is under a legal obligation to make reasonable adjustments, and must not directly or indirectly discriminate against the employee.
  • ACAS guidance advises employers to focus on supporting the person, rather than trying to work out whether their condition meets the legal definition of a disability.
Watch out
Where menopause symptoms meet the Equality Act 2010 definition of a disability, the duty to make reasonable adjustments applies, with no qualifying period. Take advice if you are unsure whether the duty applies in a particular case.

Reasonable adjustments to consider

ACAS guidance sets out adjustments to review through a workplace risk assessment and individual conversations.
  • Assess the temperature and ventilation of the workplace as part of a health and safety risk assessment.
  • Review the material and fit of any uniform, and whether it may cause discomfort or overheating.
  • Provide somewhere suitable to rest if needed, such as a quiet room, and make sure cold drinking water and accessible toilet facilities are available.
  • Review flexible working arrangements, including shift length and break patterns, where these affect an employee experiencing menopause.
  • Allow an employee to attend medical appointments related to menopause.
Manager tip
Agree adjustments with the employee individually and review your health and safety risk assessment to cover temperature, ventilation, uniform and rest facilities.

Recording sickness absence fairly

How you record menopause-related absence affects whether an employee is treated fairly under your sickness policy.
  • ACAS guidance recommends recording absence related to menopause separately from other sickness absence.
  • Where menopause symptoms meet the legal definition of a disability, recording absence separately can form part of the reasonable adjustments duty.
  • Handle menopause-related sickness absence sensitively, recognising it may involve a longer or recurring pattern of absence.
  • Review your sickness absence policy and any attendance triggers to check they do not disadvantage an employee for menopause-related absence.
Manager tip
Set up your absence recording so menopause-related absence is flagged and recorded separately, and is not counted against standard attendance triggers.

Talking with your employee about menopause

ACAS guidance sets out how to approach a conversation about menopause with sensitivity and respect for privacy.
  • Hold the conversation somewhere private, where both you and the employee are comfortable and will not be disturbed.
  • Let the employee lead the conversation and decide how much information they wish to disclose.
  • Ask open, non-leading questions, and avoid suggesting symptoms or making assumptions about their experience.
  • Agree what, if anything, colleagues should be told, and do not share information without the employee's permission.
  • Hold a follow-up conversation to check whether any agreed changes are working.

Manager training and your policy

ACAS guidance recommends preparing managers and setting out your approach in a written policy.
  • Train managers and supervisors on how the law relates to menopause, and on how to talk with and support employees who raise concerns.
  • Cover how different stages and types of menopause can affect an employee, and what workplace support and adjustments are available.
  • Set out your approach to menopause in a written policy, and share it across the business.
  • Review your policy and manager training regularly, and name a contact for menopause-related queries where you can.
Manager tip
Cover menopause alongside your wider wellbeing and equality training, and review the policy at the same time as your sickness absence policy.

Equality action plans: voluntary now, mandatory from 2027

Gender equality action plans, which include menopause provisions, are a new part of gov.uk guidance for large employers.
  • Since April 2026, gov.uk guidance has given employers with 250 or more employees the option to publish a voluntary gender equality action plan alongside their gender pay gap data.
  • A voluntary action plan sets out the steps an employer is taking to reduce its gender pay gap and support employees experiencing menopause.
  • Gov.uk guidance lists 18 recommended actions, including menopause-specific options such as training managers, offering occupational health advice, carrying out a menopause risk assessment, and reviewing policies to meet the needs of employees experiencing menopause.
  • An employer must choose at least two actions from the list for its first action plan.
  • Gov.uk guidance states that, subject to further legislation, these action plans will become mandatory from spring 2027 under provisions introduced by the Employment Rights Act 2025.
Watch out
If your business has 250 or more employees, publishing a voluntary action plan now, including at least one menopause action, gives you a head start on the mandatory requirement gov.uk guidance expects from spring 2027.

Getting menopause support right

A summary of the essentials covered in this guide:
  • Follow ACAS guidance on supporting and talking with employees about menopause.
  • Understand that age, sex, gender reassignment and disability discrimination law can all apply to menopause-related treatment.
  • Make reasonable adjustments where menopause symptoms meet the Equality Act 2010 definition of a disability.
  • Review your workplace risk assessment, sickness absence recording and policy to remove any disadvantage linked to menopause.
  • Train managers on menopause and keep your policy up to date.
  • If your business has 250 or more employees, consider a voluntary gender equality action plan ahead of the mandatory requirement gov.uk guidance expects from spring 2027.

How Jamie HR helps

Jamie HR keeps your menopause policy, manager training records and adjusted absence recording in one place.
  • Absence records that let you record menopause-related absence separately, in line with ACAS guidance.
  • Policy library so your menopause policy is written down, shared and easy to find.
  • Adjustments and notes held against each employee, so agreed changes are recorded and easy to review.
  • Training records so you can show manager training has taken place.
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This guide is general information, accurate to the best of our knowledge as of 2026, and is not legal advice. Employment law changes and every situation is different, so for a specific case take professional HR or legal advice. Sources: ACAS, the Equality and Human Rights Commission, gov.uk and the Equality Act 2010.