The legal picture (briefly)
MEM Academy is not a legal advisor — always consult employment counsel for case-specific risk. The headline: EHRC 2024 guidance confirms menopause symptoms can constitute a disability, age and sex discrimination under the Equality Act 2010. Tribunal claims citing menopause have risen sharply year on year.
- Equality Act 2010 — disability, age and sex protected characteristics
- EHRC 2024 menopause guidance — employer duties spelled out
- Health & Safety at Work Act 1974 — duty of care extends to symptom management
- Documented policy + manager training is the baseline expected by tribunals
Build a policy that actually helps
- Public statement of support, signed by an exec sponsor
- Worked examples of reasonable adjustments (not just 'we'll consider')
- Private, low-friction route to disclose — not via line manager only
- Named HR/OH contact with menopause-specific training
- Annual review against EHRC guidance and tribunal trends
Reasonable adjustments most staff ask for
Asked properly, the list is short, cheap, and high-impact.
- Desk-fan or temperature-control near workstation
- Cooler uniform option or relaxed dress code
- Easier access to toilets, cold water and a quiet rest space
- Flexible start/finish times to manage sleep disruption
- Permission to step out of long meetings without explanation
- Manager understanding that brain-fog days happen and pass
Manager training — what it should cover
Most discrimination is unintentional. A 60-minute manager module changes the outcome.
- Recognising common symptoms without diagnosing
- Opening a supportive conversation (script + boundaries)
- Documenting adjustments without breaching privacy
- Escalation pathway to HR, OH and external clinical support
Frequently asked questions
Are UK employers legally required to support menopause at work?
The EHRC 2024 guidance makes clear that menopause symptoms can amount to a disability, age and sex discrimination under the Equality Act 2010. Employers are expected to make reasonable adjustments, train managers, and have a written approach. Failure to do so creates real legal and reputational risk.
What should a menopause workplace policy include?
Five elements: a public statement of support, examples of reasonable adjustments (uniform, temperature, breaks, flexible hours), a private route to disclose, manager training, and a named contact in HR or OH. MEM Academy provides a template that maps to EHRC guidance.
What practical adjustments help most?
Temperature control at desks, breathable uniform options, easier access to cold water and rest spaces, flexible start/finish times, and permission to step out of meetings without explanation. None of these are expensive — the gap is usually permission, not budget.
How does MEM Academy support menopause at work?
We provide self-serve resources — a manager training module, a peer wellbeing module covering sleep, strength and stress, a policy template aligned to EHRC guidance, and quarterly anonymised reporting so HR can see uptake without breaching disclosure norms. The modules are accessed on the platform, not coach-delivered.
Bring menopause support up to EHRC standard
MEM Academy delivers the policy template, the manager training and the workforce wellbeing module — measurable and audit-ready.