The upcoming requirement for large employers to publish Menopause Action Plans by 2027 signals a major shift toward mandatory workplace support, making this an increasingly favorable time to advocate for your needs during this natural transition. Menopausal women represent the fastest-growing segment in today's workforce, which makes the relationship between menopause and work crucial for both employers and employees . The numbers tell an important story - about 15.5 million people across the UK deal with perimenopause or menopause . The data shows that menopausal symptoms negatively affect 45% of women's work performance .
The UK's workplace laws regarding menopause keep changing. The Equality Act 2010 protects women through three main characteristics: age, sex and disability discrimination . The Health and Safety at Work Act 1974 ensures safe working conditions for those experiencing menopausal symptoms . Larger organizations face specific requirements. Companies with more than 250 employees must now publish a Menopause Action Plan as part of their gender equality duties . Both employees and managers need to understand how to handle menopause reasonable adjustments effectively.
This piece walks you through your legal rights about menopause at work. You'll learn what workplace adjustments you can ask for and how to handle those challenging conversations with employers. The information here helps everyone - from those experiencing menopausal symptoms to managers and policy makers - create better work environments that support all employees.
Menopause and Work: Understanding Your Legal Rights at Work
The laws that protect employees with menopause symptoms are complex and cover several important pieces of legislation. Both employees who need support and employers who want to create inclusive workplaces should know these rights.
Equality Act 2010: Age, Sex, and Disability Protections
The Equality Act 2010 doesn't directly mention menopause but protects people through three characteristics. Women who experience brain fog, hot flushes, or other symptoms of menopause get protection under:
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Sex discrimination: Treatment that's unfair because of menopausal symptoms could be sex discrimination [1][2].
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Age discrimination: Menopause affects women in their 40s-60s, so poor treatment could be age discrimination [3][4].
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Disability discrimination: Menopausal symptoms that substantially affect daily activities for 12 months or more might qualify as a disability [4][2].
The law also protects transgender employees experiencing menopause symptoms under gender reassignment [3][4].
Health and Safety at Work Act 1974
The Health and Safety at Work Act 1974 requires employers to protect their employees' health, safety, and welfare. This includes people who experience night sweats, anxiety and menopause, or fatigue symptoms.
Employers must:
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Check for workplace hazards that could make menopausal symptoms worse [1][2]
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Take steps to keep employees safe [1]
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Make sure protective equipment works well for menopausal employees [1]
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Create conditions that don't harm someone's menopausal symptoms or wellbeing [3]
Is Menopause a Protected Characteristic?
The Equality Act 2010 doesn't list menopause as a protected characteristic [3][3][1][4]. In spite of that, employees still have legal protection. Recent court cases show successful challenges against unfair treatment using age, sex, and disability protections [3][1].
The Government's response to workplace menopause consultation states they don't think the Equality Act needs changes [3]. Current protections work well enough based on evidence.
Employees who experience depression during menopause or mood swings during menopause should record how symptoms affect their work. This helps when asking for workplace changes or making discrimination claims.
Recent Government Guidance (2024)
Laws about menopause rights at work keep changing. The Equality and Human Rights Commission (EHRC) released guidance in February 2024 about managing menopause at work [3]. This helps employers understand their legal duties under the Equality Act 2010.
The Labor government passed the Employment Rights Bill in October 2024. It includes new laws to give menopausal women more workplace support [5]. Companies with over 250 employees must publish a Menopause Action Plan as part of their gender equality duties [6].
Key dates matter:
This marks a fundamental change in workplace menopause support. It moves from suggestions to legal requirements. Women who think about menopause treatment options like HRT can feel more confident that workplaces will accommodate their needs.
What Reasonable Adjustments Can You Ask For?
You can substantially improve how you handle menopause symptoms at work by asking for workplace adjustments. A large online survey shows only 19% of women knew about menopause support their workplace offered [7]. This suggests many women aren't getting help that could make their work life easier. Here are some adjustments you can ask for:
Temperature control and ventilation
Temperature regulation is vital for anyone dealing with hot flushes and night sweats. These practical changes can help:
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Desk fans you can adjust yourself [3]
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A workstation close to windows or ventilation [1]
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Control over temperature settings where available
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A spot away from heat sources that could trigger symptoms [1]
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Easy access to cold water to help with hot flushes [3]
Simple changes like these often work really well. UK-based Standard Chartered shows how it's done with their "Workplace Adjustments" guides that let employees request changes without complex paperwork [8].
Flexible working hours or remote work
Menopause often disrupts sleep patterns, so flexible scheduling can make a huge difference. You might want to ask for:
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Different start and finish times that work with your sleep schedule [3]
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Part-time work or compressed hours [4]
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Hours spread throughout the day to match when you feel best [4]
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Quick breaks during long meetings [1]
These arrangements help you deal with fatigue menopause symptoms and keep you from taking unnecessary sick days.
Changes to uniforms or dress codes
Tight or synthetic uniforms can make symptoms worse. Helpful changes include:
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More relaxed dress codes when symptoms flare up [9]
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Uniforms made from materials that breathe [8]
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Options to add or remove layers as needed [1]
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Space to keep spare clothes [1]
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Brand-approved alternatives that help control temperature [8]
CVS Health leads by example. They redesigned their frontline staff uniforms with breathable, moisture-wicking materials after staff shared their concerns about discomfort during shifts [8].
Access to rest areas and frequent breaks
[Brain fog menopause](https://goldmanlaboratories.com/blogs/blog/brain-fog-menopause) and anxiety and menopause can hit hard. These accommodations can help:
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Freedom to take short breaks when needed [3]
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Regular breaks from your desk [1]
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Private spaces for managing severe hot flushes [1]
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Access to outdoor areas for quick relief [1]
These might seem like small changes, but for someone dealing with mood swings during menopause or depression during menopause, a quiet space to recover can make all the difference.
Recording menopause-related absences separately
The right way to record absences matters for fair treatment and support:
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Keep menopause-related absences separate from other sick days [10]
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This helps prevent unfair treatment under attendance policies [9]
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Separate records help companies understand menopause's effect on their workforce [11]
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Your performance reviews won't suffer from these absences [1]
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Clear guidelines exist for recording these absences [11]
This approach protects women from unfair penalties while helping employers see where extra menopause treatment support might help, including support for those using HRT menopause treatments.
Companies that offer these adjustments see an 80% increase in staff retention [12]. This shows that supporting employees through menopause makes good business sense and is the right thing to do. As you look toward life after menopause, knowing your workplace can support your needs during this time helps you stay satisfied and growing in your career.
How to Start the Conversation at Work
Starting a conversation about menopause at work might seem scary. Research shows that menopausal symptoms have forced nearly a million women to quit their jobs [13]. You need these conversations to get the support you deserve.
When to speak to your manager
The right moment makes a big difference. You should start the conversation:
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When symptoms of menopause start to affect your work regularly
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Right before performance reviews or on days when symptoms are tough
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After you've looked into workplace changes that could help
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During private one-on-one meetings instead of group settings
Starting these talks early helps because symptoms like hot flushes or night sweats can affect your work before they get worse. Health experts suggest regular, casual check-ins with managers [14].
How to prepare for the discussion
Good preparation builds confidence. Here's what you can do:
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Write down how brain fog menopause or fatigue menopause affects your daily tasks
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Look up workplace adjustments that could work for you
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Set up a private meeting somewhere comfortable without interruptions [15]
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Choose what details you want to share - you're in control of the conversation [2]
You should also check your company's menopause policies. The Civil Service has launched its own Menopause Policy that could give you some ideas [5].
Sample conversation scripts
Starting talks can be tough, especially if you've dealt with anxiety and menopause. Try these opening lines:
"I need to talk about something that's affecting my work. My menopausal symptoms make some tasks harder than before."
"I've been dealing with menopause symptoms lately. I'm still dedicated to my work, but some adjustments would help me do my best."
"My menopause-related health changes affect me at work. Could we talk about some simple changes that would help me manage better?"
Be ready to explain specific issues, like mood swings during menopause or focus problems, and suggest practical fixes. Your manager must keep your information private unless you say otherwise [2].
What to do if your manager is unsupportive
Your manager isn't helpful? You have options:
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Suggest a middle ground - ask for two days of remote work if full remote isn't possible [16]
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Talk to HR or another manager if you don't feel comfortable with your supervisor [14]
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Join workplace menopause groups or reach out to ambassadors if available [5]
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Contact your union rep if you're a member [17]
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Keep notes of all talks and track how symptoms affect your work - this helps if you need to prove discrimination
Some employers offer great resources. DWP has toolkits for staff and managers, menopause cafés, and Menopause Ambassadors [5]. These could help educate managers about menopause treatment options and workplace support.
Simple workplace changes can make your [life after menopause](https://goldmanlaboratories.com/blogs/blog/life-after-menopause) much better. One expert puts it well: "Women want understanding and support, plain and simple" [18]. The right preparation and clear communication make these changes more likely.
What HR and Employers Should Provide
Organizations need proper policies and procedures to support their employees going through menopause. The right framework helps create an environment where staff members feel supported during this natural life change.
Menopause workplace policies in the UK
A complete menopause policy is the life-blood of workplace support. The organization should share these policies and review them regularly [6]. A well-laid-out policy has:
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A clear explanation of menopause and how symptoms of menopause affect employees
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Support options and ways to access them
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A pledge against discrimination
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Training for managers and supervisors
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Someone to contact about menopause concerns
The Civil Service launched its Menopause Policy that tells managers to support employees with menopausal symptoms [5]. This policy spells out what managers and employees should do and gives practical advice on workplace adjustments.
Role of occupational health services
Occupational health services are crucial for supporting employees through menopause. These services:
Help manage symptoms of menopause at work, from hot flushes to night sweats [19]. Look at workplace risks with menopause in mind to find needed changes [19]. Give private advice about menopause treatment options, including HRT menopause approaches.
Employees should know how to reach these services. Occupational health referrals can lead to targeted help for those dealing with brain fog menopause or fatigue menopause.
Training for managers and staff
Good training will give managers the tools to support their team. The core team should understand:
Laws about menopause at work [6]. Ways to talk about anxiety and menopause or depression during menopause with care. Workplace adjustments and how to make them happen [6].
Company-wide training creates an environment where people understand mood swings during menopause instead of judging them. Companies that offer menopause awareness training see 43% lower staff turnover and keep 80% more employees [20].
Risk assessments and workplace environment
Health and safety laws require employers to check workplace risks [21]. These checks should make sure work conditions don't make menopause symptoms worse [22].
Main areas to check include:
Temperature and air flow to handle hot flushes [6]. Easy access to bathrooms and cold water [6]. Quiet spaces for rest when symptoms get bad [6]. Comfortable uniforms and safety gear [23].
These assessments should take real steps to remove dangers or control risks [22]. The right changes to the workplace help employees work comfortably through menopause and into life after menopause.
Organizations that develop these four areas – policies, health services, training, and risk checks – create workplaces where employees going through menopause can keep succeeding in their careers.
If You Face Discrimination or Unfair Treatment
Women continue to face discrimination related to menopause at work, despite increased awareness. Your career and wellbeing depend on knowing your rights when dealing with unfair treatment.
Types of discrimination: direct, indirect, harassment
Symptoms of menopause can lead to two main types of discrimination:
Direct discrimination happens when someone treats you unfairly because of menopause symptoms. A common example shows up when employers overlook you for promotion due to performance issues tied to brain fog menopause [24].
Indirect discrimination occurs through policies that seem neutral but create disadvantages for women with menopausal symptoms. A workplace might require fixed start times, which puts women struggling with night sweats and sleep problems at an unfair disadvantage [25].
Harassment takes the form of unwanted remarks or jokes that create a hostile work environment, particularly targeting women who show visible symptoms like hot flushes [24].
How to document your experience
Strong documentation helps build your case when you face unfair treatment:
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Write down every incident with dates and witnesses [24]
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Keep all emails about your symptoms or adjustment requests
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Document how fatigue menopause affects your work
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Write down any inappropriate comments about your symptoms
Filing a grievance or tribunal claim
When informal solutions don't work, take these formal steps:
Start by sending a written grievance to HR or management that spells out your concerns [24]. Make sure they acknowledge and properly investigate your complaint. Link any issues to protected characteristics (age, sex, disability) throughout the process.
You might need to consider an employment tribunal claim if internal procedures fail [10]. Cases like Merchant v BT, Davies v Scottish Courts, and A v Bonmarche show substantial compensation for menopause discrimination, with awards between £19,000 and £28,000 [25].
Sick leave and performance management considerations
Women who deal with severe [depression during menopause](https://goldmanlaboratories. or anxiety and menopause might need sick leave:
Let your employer know when absences relate to menopausal symptoms [24]. Ask them to track menopause-related sick days separately. Get medical documentation if your symptoms become severe.
Performance management should factor in how mood swings during menopause affect your work. The Davies case shows that employers who ignore medical evidence risk tribunal claims [25].
Your workplace rights stay protected while you explore menopause treatment options, including HRT menopause therapies, on your path toward life after menopause.
Real-World Examples and Best Practices
Image Source: Personnel Today
Case studies from landmark tribunal cases teach us valuable lessons about menopause-related workplace challenges. These real-life examples show what happens when support falls short and when progressive policies succeed.
Case study: Merchant v BT
The 2012 landmark case became the first-ever menopause tribunal case that set an important precedent for [menopause in the workplace UK](https://goldmanlaboratories.com/blogs/blog/what-is-menopause). Ms. Merchant struggled with brain fog menopause and poor concentration. Her manager ignored medical evidence and based decisions on his wife's menopause experience instead [11]. The tribunal upheld her sex discrimination claim because the manager wouldn't have treated a non-female-related condition the same way [26]. This case proved that making assumptions about symptoms of menopause leads to unlawful discrimination.
Case study: Davies v Scottish Courts
A significant breakthrough came in 2018 when a court officer faced dismissal due to severe perimenopausal symptoms. She experienced anxiety and menopause, memory loss, and heavy bleeding that led to a medication-related misunderstanding [1]. The tribunal found that her perimenopausal brain fog caused the confusion during the incident [27]. She received £19,000 and reinstatement, making this the first successful menopause-related disability discrimination claim [27].
Case study: A v Bonmarche
The 2019 case highlighted how a manager's harassment and humiliation targeted an employee's menopausal status [28]. The employee suffered from mood swings during menopause and depression during menopause. Her condition worsened until she had a breakdown that needed medical help [28]. The tribunal awarded £27,975 because of unlawful discrimination based on age and sex [28].
UK companies with strong menopause policies
Many organizations now lead the way with excellent menopause work rights practices. Channel 4 led the UK media industry by introducing the first menopause policy that included desk fans, flexible working, and reduced hours [3]. BT Group and Octopus Energy created supportive workplaces that recognize menopause reasonable adjustments help both employees and business results [7]. Several companies like Pfizer UK, Santander, and ScotRail earned "Menopause Friendly Accreditation." This shows their steadfast dedication to supporting staff who experience hot flushes, night sweats, and other symptoms [3].
Conclusion
Millions of women in the UK face unique workplace challenges during menopause. Legal protections play a vital role in helping women manage symptoms of menopause while advancing their careers. The Equality Act 2010 offers substantial legal protection through age, sex, and disability characteristics.
Women who experience hot flushes, night sweats, and other physical symptoms need proper workplace adjustments. Basic changes like desk fans, flexible schedules, and rest areas make a huge difference to employees dealing with fatigue menopause symptoms. Companies that implement these changes see better staff retention and productivity.
Support starts with good communication. Honest discussions with managers about brain fog menopause or mood swings during menopause can help secure valuable workplace adjustments. Documentation becomes crucial if you face resistance or discrimination.
Smart employers know that supporting staff through menopause makes good business sense. Work environments thrive when companies have detailed menopause policies, occupational health support, and manager training. Employees experiencing anxiety and menopause can excel professionally in such settings. Large organizations will soon need to publish Menopause Action Plans - a big step forward.
Recent legal cases show serious repercussions for employers who fail to support menopausal staff. Women experiencing depression during menopause now have strong legal precedents that support their rights to fair treatment and reasonable adjustments.
The workplace continues to evolve with better recognition and support for menopausal women. Staff exploring menopause treatment options, including HRT menopause therapies, can expect more workplace support. Better awareness, education, and proactive policies help create sustainable careers through menopause and into life after menopause.
Menopause is a natural transition, not a career obstacle. Women can thrive professionally while managing menopausal symptoms with proper support, open dialog, and reasonable adjustments.
Key Takeaways
Understanding your workplace rights during menopause empowers you to secure necessary support and maintain career progression while managing symptoms effectively.
• Legal protection exists under three characteristics: Age, sex, and disability discrimination laws protect menopausal women, even though menopause isn't explicitly listed as a protected characteristic under the Equality Act 2010.
• Simple workplace adjustments make significant impact: Desk fans, flexible hours, breathable uniforms, and separate absence recording can dramatically improve working conditions for those experiencing hot flushes and other symptoms.
• Preparation enables successful conversations: Document how symptoms affect work performance, research potential adjustments, and request private meetings to discuss support needs with managers confidentially.
• Employers have legal obligations to provide support: Organizations must conduct risk assessments, offer occupational health services, and ensure workplace conditions don't worsen menopausal symptoms under health and safety legislation.
• Discrimination claims have substantial precedents: Tribunal cases like Merchant v BT and Davies v Scottish Courts demonstrate successful outcomes, with awards ranging from £19,000 to £28,000 for menopause-related discrimination.
FAQs
Q1. What legal protections exist for menopausal women in UK workplaces? The Equality Act 2010 protects menopausal women under age, sex, and disability characteristics. The Health and Safety at Work Act 1974 also requires employers to ensure safe working conditions for those experiencing menopausal symptoms.
Q2. What reasonable adjustments can I request at work for menopause symptoms? Common adjustments include temperature control measures like desk fans, flexible working hours, changes to uniforms, access to rest areas, and separate recording of menopause-related absences. The specific adjustments depend on individual needs and workplace settings.
Q3. How should I approach discussing menopause with my manager? Prepare by documenting how symptoms affect your work, researching possible adjustments, and requesting a private meeting. Use clear, professional language to explain your situation and suggest practical solutions. If your manager is unsupportive, consider approaching HR or a union representative.
Q4. What should employers provide to support menopausal employees? Employers should have comprehensive menopause policies, provide occupational health services, conduct menopause-sensitive risk assessments, offer training for managers and staff, and ensure the workplace environment accommodates menopausal symptoms.
Q5. What can I do if I face discrimination due to menopause at work? Document all incidents, including dates and witnesses. First, try to resolve the issue informally or through your company's grievance procedure. If unsuccessful, you may consider filing an employment tribunal claim under the relevant protected characteristics of the Equality Act 2010.
References
[1] - https://assets.publishing.service.gov.uk/media/5afc31a8ed915d0de80ffd2c/Ms_M_Davies_v_Scottish_Courts_and_Tribunals_Service_4104575_2017_Final.pdf
[2] - https://www.acas.org.uk/menopause-at-work/talking-with-staff-about-the-menopause
[3] - https://www.allthingsic.com/how-companies-are-supporting-menopausal-employees/
[4] - https://menopausetrainingcompany.com/menopause-in-the-workplace-what-is-flexible-working-and-what-options-can-you-offer/
[5] - https://www.gov.uk/government/publications/menopause-and-the-workplace-how-to-enable-fulfilling-working-lives-government-response/menopause-and-the-workplace-how-to-enable-fulfilling-working-lives-government-response
[6] - https://www.acas.org.uk/menopause-at-work/supporting-staff-through-the-menopause
[7] - https://www.gov.uk/government/news/menopause-employment-ambassador-partners-with-industry-leaders-to-support-women-to-stay-in-work
[8] - https://rmhcompass.org/resources/practice-menopause-dresscode
[9] - https://www.capitallaw.co.uk/news/menopause-at-work-equality-and-human-rights-commission-issues-new-guidance/
[10] - https://www.acas.org.uk/menopause-at-work/menopause-and-the-law
[11] - https://menopauseintheworkplace.co.uk/employment-law/tribunals-employers-best-practice-2/
[12] - https://www.britsafe.org/safety-management/2024/companies-must-make-reasonable-adjustments-for-menopausal-women-new-guidance-states
[13] - https://www.cipd.org/uk/knowledge/guides/menopause-people-manager-guidance/
[14] - https://www.nhsinform.scot/healthy-living/womens-health/later-years-around-50-years-and-over/menopause-and-post-menopause-health/menopause-and-the-workplace/
[15] - https://mentalhealth-uk.org/blog/discussing-menopause-in-the-workplace/
[16] - https://www.clearblue.com/menopause/managing-menopause-in-the-workplace
[17] - https://hr.admin.ox.ac.uk/menopause-guidance
[18] - https://www.hrmagazine.co.uk/content/news/menopausal-women-feel-unsupported-at-work
[19] - https://www.bma.org.uk/advice-and-support/equality-and-diversity-guidance/gender-equality-in-medicine/menopause-support-in-the-workplace
[20] - https://www.brook.org.uk/menopause-workplace-training/
[21] - https://www.equalityhumanrights.com/guidance/menopause-workplace-guidance-employers
[22] - https://menopauseintheworkplace.co.uk/employment-law/menopause-at-work-risk-assessments-and-addressing-findings/
[23] - https://www.unitetheunion.org/media/5419/unite-menopause-model-agreement-risk-assessment-checklist.pdf
[24] - https://www.tribunalclaimsolicitors.co.uk/menopause-in-the-workplace-a-comprehensive-guide-to-your-rights-and-protections/
[25] - https://menopauseintheworkplace.co.uk/articles/menopause-and-employment-law/
[26] - https://www.mha.co.uk/insights/menopause-related-employment-tribunal-claims
[27] - https://redmans.co.uk/insights/claimant-awarded-almost-20000-after-employment-tribunal-found-that-she-was-subjected-to-disability-discrimination-ms-m-davies-v-scottish-courts-and-tribunals-service/
[28] - https://assets.publishing.service.gov.uk/media/5e21b7a1e5274a6c3f52a4e1/A_v_Bonmarche__in_Administration_-4107766.19-Final.pdf
