I recently wrote in the Yorkshire Post about something that’s still far too often ignored in workplaces: the menopause.
For too long, menopause has been treated as a private matter – something to be whispered about or brushed aside. But this silence is costing businesses dearly. From rising tribunal claims to the loss of experienced, talented employees, the price of inaction is one that no organisation can afford.
In my piece, I talked about how we’re already seeing an increase in disability discrimination claims linked to menopause. The law is clear: where symptoms are severe enough to amount to a disability under the Equality Act, employers have a legal duty to make reasonable adjustments. Failing to do so can lead not only to claims but also to serious reputational harm.
But at Thrive, we believe this goes far beyond legal compliance.
✅ This is a leadership issue.
✅ It’s a culture issue.
✅ And it’s an inclusion opportunity.
Menopause is not a niche topic. It affects people across every level of business – from senior executives to frontline staff – and ignoring it means overlooking a vital part of your workforce.
So, what can employers do right now?
Here are some practical steps we recommend when we work with clients on menopause inclusion:
Create a menopause policy that actually works in practice.
A written policy is a great start, but it’s not enough on its own. It should clearly outline support options, reasonable adjustments, and points of contact for employees who need help.
Train your managers.
Managers are often the first point of contact – yet most have no training on how to handle these conversations. We deliver bespoke menopause awareness training that equips leaders with the confidence to talk about this topic sensitively and effectively. Having these difficult conversations shouldn’t be avoided it should be embraced.
Offer flexibility.
Simple adjustments like flexible start times, access to quiet spaces, or hybrid working options can make a world of difference to someone managing symptoms like fatigue or insomnia.
Foster an open culture.
Awareness campaigns, internal champions, and storytelling from senior leaders all help normalise the conversation. Employees should never feel embarrassed to raise what they’re going through.
Review your broader wellbeing strategy.
Menopause support shouldn’t sit in isolation. It should be part of a wider commitment to women’s health and inclusion.
Menopause Action Plans and the Employment Rights Bill
Looking ahead, the legal landscape may be evolving further. Under the forthcoming Employment Rights Bill, we expect to see the introduction of Menopause Action Plans – formal frameworks requiring employers to assess and demonstrate how they’re supporting employees through menopause. These plans are likely to become a key part of an organisation’s equality and wellbeing strategy, with accountability built in.
Is your business ready for these changes?
For many employers, this represents not just a compliance requirement but an opportunity to lead.
Creating a robust Menopause Action Plan now will future-proof your business, reduce legal and reputational risk, and send a clear message that your organisation is serious about inclusion and employee wellbeing.
Our partnership with Paritier
That’s why I’ve proudly partnered with Paritier, an organisation leading the conversation on women’s health in the workplace. Together, we’re helping businesses create action plans that move beyond awareness and into tangible change.
How Thrive Law can help
At Thrive, we combine legal expertise, HR insight, and wellbeing strategy to help you:
Develop or review your menopause policy and action plans
Deliver training for managers and HR teams
Embed inclusive language and communication practices
Manage risk and ensure legal compliance under the Equality Act
Build a culture that retains and empowers midlife women
If your organisation hasn’t yet started this conversation, now is the time.
Menopause support is not just the right thing to do – it’s a smart business decision. When employees feel seen, supported, and valued through every stage of life, they stay, they thrive, and so does your business.
👉 Get in touch with Thrive Law today to talk about how we can help your organisation build a truly inclusive menopause strategy.
📧 enquiries@thrivelaw.co.uk | 🌐 www.thrivelaw.co.uk
