The number of tribunal claims related to menopause has tripled

The growing number of claims brought before UK employment tribunals concerning menopause is raising concerns among employers. According to published data, since 2022 the number of such cases has more than tripled. Most of them involve unfair dismissal, discrimination, or termination of employment.

Despite increasing awareness of mental health and disability, many workplace policies still fail to take into account the impact of menopause as a potential form of disability. Employers are placing growing pressure on staff to return to offices and increase productivity. As a result, employees experiencing menopause-related symptoms—leading to absences or reduced performance—are more likely to face challenges, potentially causing conflict.

Symptoms such as anxiety, depression, and stress are increasingly recognised as disabilities. However, other symptoms—such as memory issues, disorientation, or reduced confidence—are often misinterpreted as performance problems, which can lead to misunderstandings and disputes.

The ongoing debate over the Employment Rights Bill could change the landscape. If passed, it would introduce, among other things, protection from unfair dismissal from the first day of employment and require employers to implement "menopause action plans." While these measures aim to support employees, they may also contribute to a rise in claims.

Menopause predominantly affects more experienced workers, so employers risk losing key talent. Companies should proactively adopt supportive policies: offering flexible work arrangements, reviewing absence and performance policies, and considering the creation of quiet spaces in the workplace.

According to Acas data, disability discrimination claims already make up a quarter of all cases referred for conciliation, with the number rising from over 6,500 to nearly 8,500 in just two years.

In 2024, the Equality and Human Rights Commission (EHRC) reminded employers that menopause could be considered a disability and that there is a legal duty to implement reasonable adjustments—such as accounting for hot flushes or chills. New EHRC guidelines require employers to log menopause-related absences separately and prohibit penalising employees for days missed due to such symptoms.

The conclusion is clear: ignoring the impact of menopause in professional life increases legal risks and can lead to the loss of valuable employees.