Menopause at Work: Reasonable Adjustments

Is Menopause a Disability?

Legally, menopause itself is not automatically a disability. However, if the symptoms have a “substantial and long-term adverse effect” on your ability to do day-to-day activities, it can be classed as a disability under the Equality Act 2010.

Regardless of the legal label, employers should make adjustments to support experienced staff and avoid age/sex discrimination claims.

Common Symptoms Affecting Work

• Hot Flushes: Sudden intense heat, sweating, and dizziness.
• Brain Fog: Difficulty concentrating or recalling words.
• Insomnia: Resulting in fatigue and irritability.
• Anxiety: Sudden onset of panic or confidence loss.

Practical Adjustments

1. Temperature Control

• Desk Fans: A small USB fan is the simplest, cheapest adjustment (£10-15).
• Desk Location: Moving away from radiators or glass windows.
• Air Conditioning: Permission to adjust local controls.

2. Uniform & Dress Code

• Natural Fibres: Allowing cotton/linen shirts instead of mandatory polyester (which traps heat).
• Layers: Allowing cardigans or removing jackets as needed.
• Spares: Access to a private room to change clothes if needed.

3. Brain Fog & Concentration

• Quiet Space: Reduction in noise to help focus.
• Buffer Time: Allowing extra preparation time before big meetings.
• Recaps: Written summaries of key points agreed in meetings.

4. Flexible Working

• Late Starts: If sleep has been poor.
• Hybrid Working: Working from home on bad symptom days.

Case Law Warning

Tribunals are increasingly finding in favour of employees where menopause was dismissed as “just a phase”. Employers who ridicule symptoms or refuse simple changes (like a fan) often face successful discrimination claims.

How to raise it

It can be awkward. You don’t need to give every medical detail.

“I am currently experiencing menopause symptoms which include overheating. A desk fan and permission to wear a cotton shirt would significantly help my comfort and productivity.”