Menopause at Work: What Every Charity Leader Needs to Know

Menopause has long been a workplace issue that’s been brushed under the carpet, but the latest guidance from the Equality and Human Rights Commission (EHRC) makes it clear: employers must take it seriously.

The new guidance follows a recent Employment Tribunal ruling, which confirmed that severe menopausal symptoms can be classed as a disability under the Equality Act 2010. This means organisations—including charities—have a legal duty to support affected staff.

So, what does that actually mean for your workplace? And how do you ensure your policies, culture, and leadership are up to scratch?

Menopause: A Quick Refresher

For those who’ve never given menopause much thought, here’s the short version.

Menopause happens when a woman’s body stops producing the hormones oestrogen and progesterone, leading to the end of menstrual cycles. It usually occurs between the ages of 45 and 55, though for some, it happens much earlier. The years leading up to menopause—known as perimenopause—can be filled with a chaotic mix of symptoms: hot flushes, brain fog, exhaustion, anxiety, insomnia, joint pain, mood swings, and more.

For some, it’s a minor inconvenience. For others, it can be completely life-altering—affecting work, confidence, and mental health.

Yet, despite the fact that almost half the population will experience menopause, it’s still largely ignored in the workplace. That’s where the EHRC’s new guidance comes in.

What Employers Need to Know

Under the Equality Act 2010, workers are legally protected from discrimination on the grounds of sex, age, and disability. If menopausal symptoms substantially impact a woman’s ability to do her job, they could be classed as a disability—meaning employers must make reasonable adjustments.

That could involve offering flexible working, making physical workplace adjustments, or simply ensuring managers understand how to support employees going through menopause.

This isn’t just about ticking legal boxes; it’s about basic fairness. Imagine struggling to concentrate in meetings because of brain fog or feeling physically drained due to insomnia—then being penalised for “underperforming.” That’s the reality many women face.

The EHRC is clear: failing to consider the impact of menopause could lead to legal consequences.

What Charities Can Do

So, what does good menopause support look like in practice? It doesn’t mean overhauling your entire HR strategy—it’s about small, thoughtful changes that make a difference.

Consider introducing cooler workspaces or access to fans for staff struggling with hot flushes. Make sure there’s a quiet space where people can take a break if they’re feeling overwhelmed. If uniforms are required, ensure they’re breathable and comfortable.

One of the biggest game-changers? Flexibility. Menopause symptoms fluctuate, so allowing staff to adjust their working hours or patterns can be hugely beneficial. It also helps to record menopause-related absences separately from general sick leave—so women aren’t unfairly penalised for something completely out of their control.

But the most important thing charities can do is foster an open culture. Train managers, encourage conversations, and make it clear that menopause isn’t a career-ending event—it’s just another stage of life that workplaces should accommodate.

Why This Matters

Research from the CIPD found that two-thirds of working women aged 40 to 60 have been negatively affected at work by menopause symptoms. Many struggle with concentration, increased stress, and even physical tasks they previously managed with ease.

And here’s the real kicker: research from the Fawcett Society found that one in ten women quit their jobs because of menopause. That’s a staggering loss of talent.

Charities, like all organisations, thrive on experienced, skilled professionals. Losing brilliant, committed staff because of a lack of support isn’t just bad practice—it’s bad business.

Breaking the Taboo

Despite its impact, menopause is still rarely talked about at work. Many women feel embarrassed to bring it up, worried they’ll be seen as weak or incapable. That needs to change.

Supporting menopausal employees isn’t about special treatment; it’s about making sure the workplace works for everyone. If an employee was struggling due to another long-term health condition, adjustments would be made. Menopause should be no different.

The EHRC’s guidance is a step in the right direction. But real change will only happen if employers—including charities—embrace the conversation, challenge outdated attitudes, and take action to ensure menopause isn’t a workplace barrier.

It’s time to get this right.

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