The short answer

Acas says menopause is not a specific protected characteristic under the Equality Act 2010. But treating you less favourably because of menopause symptoms can still be discrimination if it is linked to age, sex, disability or gender reassignment. If your symptoms have a long-term and substantial effect on normal day-to-day activities, they may count as a disability, and your employer must then make reasonable adjustments. Either way, Acas and GOV.UK list simple changes, like a fan, flexible hours and extra breaks. Ask in writing, and agree any changes in writing.

Menopause symptoms do not stay at home. The NHS says symptoms usually last 7 to 9 years, sometimes longer, and they can change over time. For the full list and what helps each one, start with our guide to menopause symptoms in the UK. This guide answers one question: what you can ask for at work, and how.

This is general information about rights in Great Britain, not legal advice. Some rules differ in Northern Ireland.

Is menopause protected at work? What the law actually says

"Covered" and "not covered" are both half right. Here is how the official bodies word it.

When symptoms count as a disability

GOV.UK explains the two tests. "Substantial" means more than minor or trivial. "Long-term" means 12 months or more. It depends on how your symptoms affect you, not on the label.

If symptoms do amount to a disability, the EHRC says your employer must make reasonable adjustments and must not discriminate directly or indirectly, or treat you unfavourably because of something arising from the disability. The EHRC also says the duty applies where an employer is aware, or should reasonably be aware, that a worker has a disability. That is one reason to tell them in writing.

You do not need a diagnosis of "disability" to ask for help. Acas actually advises employers to focus on supporting the person rather than trying to decide whether their condition is a disability.

What changed in 2026

• Menopause action plans. From April 2026, employers with 250 or more employees can publish a voluntary action plan alongside their gender pay gap data, including at least one action to support employees experiencing menopause. GOV.UK says that, subject to legislation, these become mandatory from spring 2027.
• Six recommended menopause actions. GOV.UK's list is: train managers, offer occupational health advice, set up support groups and networks, offer workplace adjustments, carry out a menopause risk assessment, and review policies and procedures.
• Longer tribunal time limits. Acas says that for problems on or after 1 October 2026, the time limit for most employment tribunal claims is 6 months minus 1 day (it was 3 months minus 1 day before that).

How menopause symptoms can affect work

The NHS lists mental and physical symptoms. The ones people most often notice at work include:

• Hot flushes and night sweats, and poor sleep. See hot flushes and night sweats.
• Poor memory, trouble concentrating and "brain fog". See menopause brain fog.
• Low mood, anxiety, irritability and stress. See menopause mood and anxiety.
• Changes to periods, which may become heavier or more frequent, and needing to pee more often.
• Headaches and migraines worse than usual, and muscle aches and joint pains.

The EHRC quotes a 2023 CIPD study: two thirds (67%) of working women aged 40 to 60 with symptoms said the impact at work was mostly negative. They reported reduced concentration (79%), more stress (68%), less patience with clients and colleagues (49%) and reduced physical ability (46%). A 2022 Fawcett Society study found one in ten employed women surveyed had left work because of symptoms.

15 adjustments you can ask for

These come from three official lists: GOV.UK's guidance on workplace adjustments and menopause risk assessments, and Acas's guidance on supporting and talking with workers. The EHRC notes that many adjustments are not particularly expensive.

Is your employer obliged to agree? The legal duty to make reasonable adjustments applies only where symptoms amount to a disability, and the EHRC says what is reasonable depends on things like the employer's size. Otherwise, these changes are good practice. Acas says changes should be agreed in writing, with follow-up conversations, and reviewed as symptoms change. GOV.UK suggests employers respond to requests as soon as possible, giving 10 working days as an example of an expected timeline.

Adjustments picker

Tick the symptoms that affect your work. You will see matching ideas from the Acas and GOV.UK lists. Nothing is saved, and it clears when you reload.

Hot flushes or night sweats Poor sleep and tiredness Brain fog, memory or focus Low mood, anxiety or stress Heavier or irregular periods Needing the toilet urgently Headaches or migraines Joint or muscle aches

Ideas to ask about

0 ideas

Tick at least one symptom above to see matching adjustments.

Managing a team member? Menopause Awareness for Managers includes an adjustments list and a conversation guide.

Clear ticks

How to ask, step by step

Acas notes some people do not raise their symptoms because they feel they will not be taken seriously. A clear, written request makes the conversation easier for both sides.

1. Note how symptoms affect your workFor a few weeks, jot down what happens, when, and what it gets in the way of. Specific examples are easier to act on than "I'm struggling".
2. Check your employer's menopause policyAcas says employers should have one, naming a point of contact.
3. Choose who to talk toUsually your line manager. If you prefer, Acas suggests HR, a trade union representative if you are a member, an employee assistance programme counsellor, or a menopause or wellbeing champion. Your manager should still be involved in agreeing changes.
4. Ask for a private meetingAcas says the meeting should be private and confidential, and that you decide how much to share and lead the discussion.
5. Put your request in writingSend a short email with the effects on your work and the changes you would like to try.
6. Agree changes, and confidentiality, in writingAcas says agreed changes should be put in writing. It also says you decide what is shared about your symptoms, with whom, and who does the telling.
7. Ask about a risk assessmentGOV.UK says a menopause risk assessment checks that the workplace and ways of working do not make symptoms worse, and that staff should know they can request one without disadvantage.
8. ReviewSymptoms change. Acas recommends follow-up conversations to check the changes work for both of you.

If you are not sure symptoms are menopause-related, or they are hard to manage, a GP appointment can help, both for treatment and for any fit note. Our guide to preparing for a menopause GP appointment helps you explain your symptoms clearly, and HRT explained covers treatment options.

Sickness absence and medical appointments

• Recorded separately. Acas advises employers to record menopause-related absences separately from other absences, because counting them in overall attendance could be unfair or discriminatory. Acas gives this as an example of a reasonable adjustment where symptoms are a disability.
• Handled sensitively. Acas says employers should consider whether performance issues could be linked to symptoms.
• Appointments. Allowing time for menopause-related medical appointments is good practice, Acas says, but there is no specific law requiring it. Check your contract, which may give you time off.
• Sick pay. If you are off sick, you may get Statutory Sick Pay of up to £123.25 a week for up to 28 weeks, or more under your contract. GOV.UK has the eligibility rules.

Making a flexible working request

For longer-term changes, such as different hours or regular home working, Acas says you can make a flexible working request. The GOV.UK rules:

• From day one. Employees can make a request from their first day in a job.
• In writing, including the date, a statement that this is a statutory request for flexible working, how you want to work and when you want to start, and the date of any previous application.
• Two requests in any 12-month period.
• A decision within 2 months, unless you agree to longer. Your employer must deal with it in a "reasonable manner" and discuss it with you before refusing.
• Refusal needs a business reason, such as extra costs that will damage the business, or that the work cannot be reorganised among other staff. GOV.UK lists 8.

Acas has a free flexible working request letter template. Your employer may ask you to use their own form.

If things go wrong

Based on Acas and EHRC guidance, the usual order is:

1. Raise it informallyAcas says employees should usually try this first, and employers should respond even to informal concerns.
2. Get adviceCall the Acas helpline, or talk to your union representative if you have one.
3. Raise a formal grievanceYour employer's grievance procedure must follow the Acas Code of Practice as a minimum. You can bring a relevant person to the meeting and should be able to appeal the outcome. Act promptly.
4. Early conciliationYou must notify Acas before making an employment tribunal claim. Acas then offers early conciliation, which is voluntary for both sides. Notifying Acas within your time limit pauses the clock.
5. Employment tribunalThe EHRC says that if an employer does nothing about barriers it should have identified, a worker can bring a tribunal claim, which may lead to compensation and an order to make the adjustments. For discrimination, the time limit runs from the most recent date of discrimination in your claim.

General information, not legal advice. If you think you have been discriminated against, speak to Acas or get legal advice before deadlines pass.

For managers: a short brief

If someone on your team raises menopause, Acas guidance in brief:

• Private and confidential. Meet somewhere you will not be interrupted. Do not share anything without their permission.
• Let them lead. Ask general questions and do not assume symptoms.
• Agree changes in writing and book a follow-up to check they work.
• Think beyond women aged 45 to 55. Acas says menopause can also affect some trans and non-binary people and people with variations in sex characteristics, and younger people with early or medical menopause.

Acas says all managers, supervisors and team leaders should be trained on how the law relates to menopause and what support is available. Menopause Awareness for Managers (£19.99, Focused, 2 hr) has a manager checklist, conversation guide, adjustments list and a policy starter template.

Ready to make the ask?

Full refund within 14 days if you have completed less than 20% of the course and no certificate has been issued. Courses are for education and do not replace advice from your GP.

Questions people ask

Sources

• Acas: Menopause at work
• Acas: Menopause and discrimination
• Acas: Supporting workers through the menopause
• Acas: Talking with workers about the menopause
• Acas: Grievance procedure step by step
• Acas: Early conciliation and Employment tribunal time limits
• Acas: Get advice from the Acas helpline
• EHRC: Menopause in the workplace, guidance for employers (updated 24 June 2026)
• EHRC: Employing people, workplace adjustments
• GOV.UK: Offer workplace adjustments for employees experiencing menopause
• GOV.UK: Conduct a menopause risk assessment for your workplace
• GOV.UK: Creating an action plan, guidance for employers and list of actions
• GOV.UK: Definition of disability under the Equality Act 2010
• GOV.UK: Flexible working (including applying and after the application)
• GOV.UK: Statutory Sick Pay
• NHS: Menopause symptoms (last reviewed 19 May 2026)

This article is general information based on UK employment and public health guidance. It is not legal or medical advice. For questions about your employment rights, contact Acas or get legal advice. For questions about your health, speak to your GP or pharmacist.