Menopause is no longer a “taboo” topic and it shouldn’t be a legal minefield either. But new data shows it’s fast becoming one.
According to law firm Nockolds, menopause was cited in over 200 employment tribunal cases last year up from just 64 in 2022. Claims include disability discrimination, sex discrimination, and even constructive dismissal.
So what’s happening? More employees are speaking up. There’s growing legal recognition that menopause and perimenopause symptoms can significantly impact daily functioning, particularly when they involve mental health challenges like anxiety, depression, brain fog or sleep disruption. These can fall under the Equality Act’s definition of a disability, depending on severity and duration.
Some employers are challenging menopause-related absences or performance dips often without understanding what’s really going on. This not only risks legal action it damages trust and wellbeing.
Here’s what proactive, people-first organisations are doing:
- Creating menopause-friendly policies not as a “nice to have” but as a health and inclusion priority
- Training managers to recognise symptoms and handle conversations with empathy
- Making simple adjustments like flexible hours, temperature control, and workload tweaks
- Treating menopause like any other workplace health matter that deserves thoughtful, consistent handling