The Scale of the Problem
Women aged 45–55 are the fastest-growing demographic in the workforce in both the US and UK. A 2023 CIPD survey found that 67% of working women experiencing menopause symptoms reported a negative impact on their work, and 1 in 10 left their job because of menopausal symptoms. Symptoms that most impact work performance include: cognitive symptoms (brain fog, difficulty concentrating, memory lapses); fatigue from disrupted sleep; anxiety and mood changes; and physical symptoms such as hot flushes that cause acute distress in workplace settings. The economic cost of menopausal symptoms to UK businesses alone is estimated at £1.8 billion annually in lost productivity.
Legal Framework in the UK
In the UK, menopause is not yet a protected characteristic under the Equality Act 2010 — a parliamentary committee recommended it should be, but as of 2026 no legislation has passed. However, menopause-related conditions can fall under existing protections: as a disability (if symptoms have a long-term, substantial adverse effect on daily activities), under sex discrimination (since menopause affects women), and under age discrimination. This means employers have a legal duty to make reasonable adjustments for employees whose menopause symptoms meet the disability threshold. Employment tribunals are increasingly upholding menopause-related discrimination claims, and several landmark cases have established important precedents.
Legal Framework in the US
In the US, there is no federal menopause-specific employment protection. However, menopause symptoms can qualify for protection under the Americans with Disabilities Act (ADA) if they substantially limit a major life activity. The Pregnant Workers Fairness Act (2023) established stronger reasonable accommodation requirements and may extend to some perimenopause-related conditions. The EEOC has guidance on sex discrimination covering menopause-related treatment. Individual state laws vary — California and New York have stronger anti-discrimination frameworks. Practically, the most common protections come through disability accommodation requests for conditions like severe insomnia, migraines, or anxiety that are linked to perimenopause.
Requesting Reasonable Adjustments: What to Ask For
Reasonable adjustments that have been granted in UK and US workplaces include: flexible working hours (to accommodate later starts after poor sleep, or rest during high-symptom days); remote working options; access to a cool workspace or desktop fan; provision of a private space for managing hot flushes; adjustments to performance review processes that account for cognitive symptom periods; and enhanced sick leave provisions for severe symptom days. You are not required to disclose a specific medical condition to request adjustments — you can describe the functional impact (difficulty concentrating, disrupted sleep affecting performance) without the diagnosis.
How to Have the Conversation
Many women avoid disclosing menopause symptoms at work due to fear of age discrimination or being seen as less capable. A 2022 BUPA survey found that 1 in 4 menopausal women felt they could not speak to their manager. Practical approaches: request an occupational health referral (which creates a formal process and recommendations your employer is obligated to consider); frame the conversation in terms of specific functional needs rather than diagnoses; put accommodation requests in writing and keep a copy; and involve HR rather than discussing only with a direct line manager. If you are penalised for disclosing or requesting support, consult an employment solicitor or, in the US, your state's Equal Employment Opportunity Commission.
Medical Disclaimer
This article is written for informational purposes only and does not constitute medical advice. Always consult a qualified healthcare professional before making health decisions.
Leila Hassan
Employment Law Specialist
All TryHerCare articles are written and reviewed by qualified medical professionals. Our content is clinician-reviewed to ensure accuracy and clinical relevance.
