Menopause is a normal stage of life, but its symptoms can have a real impact at work. Concentration, confidence, sleep, physical comfort and attendance can all be affected. Research shows that around 47% of perimenopausal women say symptoms have affected their ability to work, while 37% worry it could lead them to leave work earlier than planned.
If you run a small business, you might assume that menopause support is something only large employers need to worry about. It is not. With women making up nearly half of the UK workforce, and many experiencing symptoms during their working years, this is a workforce, retention and legal-risk issue for SMEs too.
The good news is that you do not need a large HR team to create a supportive, legally aware workplace. This guide explains what small businesses need to know and what practical steps you can take.
Why menopause matters for small businesses
Women make up a significant proportion of the UK workforce, and menopause commonly occurs during employees’ working years. For small businesses, this means there is a good chance you already have team members who are experiencing symptoms, or will do in the future.
The retention case is clear:
- One in ten women who worked through menopause have left a job because of symptoms
- A further 13% considered leaving
- 75% of perimenopausal women say they are more likely to trust an employer that openly provides menopause and women’s health support
- 67% say they would be more likely to choose an employer offering this support
For a small team, losing one experienced employee can have a disproportionate impact. The cost of recruitment, training and lost knowledge adds up quickly. Supporting employees through menopause is not just the right thing to do, it makes business sense.
What menopause support looks like in practice
Good menopause support is not about medicalising a natural life stage. It is about workplace adjustments and culture.
Here are some practical examples of what support can look like:
- Flexible start and finish times where possible
- Ability to take short breaks during the day
- A private or quieter space to rest when needed
- Homeworking where practical
- Time off when someone cannot continue working that day
- Changes to duties or workload on a temporary or ongoing basis
- Greater control over the working environment, such as a fan, ventilation or seating near a window
The most important thing is to treat support as individual. Ask what would help, rather than assuming every employee has the same needs. A short, private conversation can go a long way.
Is menopause protected under employment law?
Menopause is not itself a protected characteristic under the Equality Act 2010. However, less favourable treatment connected to menopause symptoms can engage discrimination protections relating to sex, age and disability.
Here is what employers need to understand:
Disability discrimination
Where menopause symptoms are long-term and have a substantial effect on day-to-day activities, they may meet the legal definition of a disability. In those cases, employers have a duty to make reasonable adjustments.
Discrimination arising from disability
This means treating someone unfavourably because of something arising from their disability. For example, disciplining someone for absence related to severe menopause symptoms could be unlawful if the symptoms amount to a disability.
Health and safety duties
Employers must, so far as reasonably practicable, protect the health, safety and welfare of employees at work. This includes considering the working environment and any risks that may affect employees experiencing menopause symptoms.
Performance, absence and disciplinary processes
It is important to handle performance concerns, absence and disciplinary processes sensitively where menopause may be relevant. Failing to do so could expose your business to claims of discrimination or unfair treatment.
Do small businesses need a menopause policy?
A formal menopause policy is not always legally required. However, Acas recommends having one, either as a standalone policy or built into existing wellbeing, absence and equality policies.
For SMEs, keep it simple. A good policy should cover:
- How employees can raise a concern confidentially
- Who they can speak to
- What adjustments may be considered
- How absence relating to menopause will be handled
- Manager responsibilities and training
- How the business will review support regularly
Having a clear policy creates consistency, builds confidence among employees and gives managers a framework to follow.
A five-step menopause checklist for SMEs
If you want to get started, here are five practical steps you can take:
1. Create a safe route to conversation
Make it clear who employees can approach if they want to discuss menopause. Reassure them that discussions will be handled confidentially and without judgement.
2. Train managers
Help managers understand common symptoms, legal risks and how to have supportive conversations. Acas specifically recommends manager training as part of good menopause support.
3. Review the working environment
Consider temperature, ventilation, uniforms, access to water, toilet facilities and rest space. Small changes can make a big difference.
4. Offer flexible adjustments
Tailor support to the individual. What helps one person may not help another. Review adjustments over time to make sure they are still working.
5. Handle absence and performance fairly
Avoid treating menopause-related symptoms as misconduct or poor performance without first understanding the context. Consider recording menopause-related absences separately where appropriate, as this can help identify potential unfair treatment or discrimination risks.
Common mistakes small employers make
Even well-meaning employers can get things wrong. Here are some common mistakes to avoid:
- Assuming menopause is a private matter and avoiding the conversation entirely
- Treating all employees the same rather than considering individual adjustments
- Failing to train managers on how to respond supportively
- Managing repeated absence or performance issues without exploring whether menopause is relevant
- Having no clear policy or process for employees to raise concerns
- Recording menopause-related absence in a way that could lead to unfair treatment under sickness absence policies
How Supportis can help
Menopause support does not need to be complicated. Supportis can help you put practical policies, manager guidance and fair absence processes in place, so employees feel supported and your business reduces avoidable HR and legal risk.
Whether you need help drafting a menopause policy, training your managers or reviewing how you handle absence, we are here to support you.
Get in touch to find out how we can help your business.
Frequently asked questions
Is menopause a protected characteristic in the UK?
No, menopause is not a protected characteristic under the Equality Act 2010. However, discrimination can arise where symptoms are linked to protected characteristics such as sex, age or disability.
Do employers have to make adjustments for menopause?
If symptoms meet the definition of disability under the Equality Act, reasonable adjustments may be required. Even where they do not, flexible and practical support is good practice and helps retain valuable employees.
What adjustments can help employees at work?
Common adjustments include flexible hours, breaks, rest space, homeworking, changes to duties and control over workplace temperature or ventilation. The best approach is to ask the employee what would help.
Should a small business have a menopause policy?
It is not always legally mandatory, but Acas recommends having one. A clear policy helps create consistency, confidence and clarity for managers and employees.
Can menopause-related absence lead to discrimination claims?
Yes, if absence is handled insensitively or without proper consideration of the employee’s circumstances. Employers should consider menopause alongside absence, capability and equality obligations.
