Menopause affects more than half the population at some point in their lives, yet it remains one of the least discussed workplace issues. While organisations are making strides in gender equality and inclusion, menopause discrimination is an area many still overlook.

When the conversation about menopause stops, bias and misunderstanding often take its place – creating barriers for talented employees, legal risks for employers, and a culture of silence that undermines wellbeing.

What Does Menopause Discrimination Look Like?

Menopause discrimination doesn’t always look like deliberate exclusion. It often shows up in subtle, everyday behaviours that can make employees feel unsupported or marginalised. Examples include:

• Dismissing symptoms or making jokes about them
• Ignoring requests for reasonable adjustments (e.g., flexible hours, temperature control)
• Overlooking women for promotion or development due to assumptions about “reliability” or “energy levels”
• Disciplinary action for performance dips linked to menopause symptoms

These seemingly small actions can amount to direct or indirect discrimination, especially under the Equality Act 2010 (sex, age, and disability discrimination).

Why Menopause Awareness Matters at Work

According to recent research, one in ten women leave their job due to menopause symptoms, and many more reduce their hours or pass up career opportunities.

This loss of talent impacts productivity, diversity, and organisational reputation. But awareness training can change that. When managers understand menopause and how it affects employees, they can respond with empathy and confidence instead of silence or avoidance.

The Hidden Costs of Ignoring Menopause Discrimination

Failing to address menopause at work can have serious consequences:

• Legal risk – growing numbers of employment tribunal claims cite menopause discrimination.
• Reputation damage – word spreads quickly when an employer is seen as unsupportive.
• Talent loss – experienced, skilled professionals are leaving the workforce early.
• Culture impact – silence around menopause erodes psychological safety and inclusion.

How to Tackle Menopause Discrimination in Your Organisation

1. Start the conversation – normalise talking about menopause in meetings, wellbeing programmes, and employee networks.
2. Train your managers – equip them to recognise and respond appropriately to menopause symptoms and related workplace issues.
3. Review your policies – include menopause explicitly in wellbeing, absence, and equality policies.
4. Provide practical support – offer flexible working, access to occupational health, and open channels for disclosure.

Menopause discrimination is preventable

Addressing it benefits everyone. A workplace that supports menopausal employees sends a clear message: inclusion and respect don’t have an age limit.

Explore our Menopause Awareness course to help your team recognise, prevent, and respond to menopause discrimination. The e-learning course is CPD-accredited, evidence-based, and can be used as a successful in employment tribunals – it shows you’ve taken “all reasonable steps”. Book a short demo here!