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Essential points

  • The CIPD defines menopause as “a natural stage of life when oestrogen levels decline and periods stop”. According to the NHS, the menopause occurs when periods have stopped for over 12 months. 
  • Menopause is preceded by perimenopause. This occurs when a woman has symptoms of the menopause, but their periods have not stopped. 
  • There is no specific employment legislation that deals with the menopause and gives employees menopause rights. Instead, cases relating to the menopause have predominately been brought under discrimination legislation. 
  • Although there is no direct menopause legislation applicable to employers, organisations have a legal obligation to undertake suitable and sufficient health and safety risk assessments in the workplace and should be aware that discrimination rights under the Equality Act 2010 and unfair dismissal rights may be engaged when managing staff impacted by the menopause. Risk assessments should consider the specific needs of those undergoing transition to the menopause and menopause symptoms, to ensure that the working environment does not aggravate symptoms; this includes considering adjustments to alleviate or help employees and workers with symptoms.

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Disclaimer 

​Please note: While every care has been taken in compiling this content, CIPD cannot be held responsible for any errors or omissions. These notes are not intended to be a substitute for specific legal advice. 

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