October marked Menopause Awareness Month, but for the millions of women* navigating menopause while managing their careers, it's not a single month or day of awareness that matters - it’s the need for year-round understanding and support during a life transition that remains poorly understood in many workplaces.
Understanding the reality
Menopause is a natural biological transition that typically occurs between ages 45-55, though it can begin earlier or later. The journey through perimenopause to post-menopause often spans several years, causing a wide range of physical and mental symptoms. While every woman's experience is unique, around three-quarters report symptoms that negatively impact their work life. CIPD has highlighted that one in six have considered leaving work due to a lack of support in relation to their menopause symptoms. The Law Society's guidance on experiencing menopause in the legal profession acknowledges these challenges and provides practical support for both individuals and organisations.
For employers, understanding menopause isn't just about individual wellbeing, it's a business imperative. Women over 45 represent one of the fastest-growing workplace demographics. The Law Society's snapshot of the solicitor profession reveals that women now make up over half of all solicitors, with many reaching senior positions during their menopausal years. When valuable employees leave due to inadequate support, organisations lose institutional knowledge, client relationships, and mentoring capacity that takes years to rebuild.
The economic case is compelling. Research indicates that inadequate menopause support costs UK businesses billions annually through reduced productivity, increased absence, and talent loss. For law firms and legal teams operating in an increasingly competitive market for experienced talent, failing to support menopausal employees means losing skilled practitioners in the peak of their careers.
Progress and challenges
A year after calling for greater menopause awareness in the legal profession, progress is happening. More organisations have introduced workplace policies, provided training, and opened conversations about this previously taboo topic. The unprecedented rise in menopause-related employment tribunal claims reflects a shifting landscape with more women asserting their rights, while workplaces grapple with how to provide adequate support.
Currently, women experiencing menopause-related workplace issues can seek protection under the Equality Act 2010 through disability, sex, or age discrimination claims. The Equality and Human Rights Commission's (EHRC) new guidance confirms that menopause symptoms may qualify as a disability when they have a substantial, long-term impact on daily activities, and that menopause-related treatment at work could constitute sex or age discrimination. However, applying the legal framework remains challenging in practice. The fluctuating nature of menopause symptoms does not always fit neatly within existing legal definitions. While the EHRC's guidance provides welcome support for employers, many women still find it difficult to access appropriate workplace adjustments and legal protection.
Many people believe the law should be stronger and provide clearer protections for employees going through menopause. In a significant development, menopause is now named directly in proposed employment legislation for the first time, appearing alongside the gender pay gap in the new Employment Rights Bill.
From 2027, employers with 250 or more employees will be required to develop and publish equality action plans demonstrating how they support workers during menopause. Employers will be invited to adopt these plans voluntarily from April 2026, before they become mandatory in April 2027.
Although the legislation is not yet in force and specific details are still being finalised, Menopause Action Plans are likely to cover key areas such as policy development and guidance. The requirement signals a shift towards recognising menopause as a legitimate workplace issue, demanding genuine engagement from senior leadership to encourage open dialogue and reduce stigma.
Creating a cultural change
The legal sector faces a unique opportunity to lead by example. As both employers and advisers, organisations can demonstrate best practice while helping shape how employment law evolves. The Women in Law Pledge provides a framework for organisations committed to supporting and advancing women throughout their careers, including during menopause. This requires a fundamental culture shift: normalising menopause as a workplace topic rather than a private struggle.
Partners and senior leaders who openly discuss their experiences or vocally support colleagues can help dismantle the stigma that keeps many suffering in silence. Menopause is not just a ‘woman’s issue’, it affects teams, families, and workplace dynamics, and those with second-hand experience through personal relationships or professional settings have a powerful role to play in raising awareness and fostering empathy. Line managers require training not just on symptoms, but on how to be effective allies themselves: conducting supportive conversations without making assumptions or overstepping boundaries.
For organisations ready to take practical action, the Law Society's easy wins and action points for disability inclusion offer immediate steps that benefit all employees, including those experiencing menopause. Simple adjustments like flexible working hours, access to quiet spaces, and temperature control can make significant differences without requiring major investment.
With legislative change on the horizon and half the profession affected at some point in their careers, the organisations that act now won't just comply with tomorrow's law - they'll retain today's talent.
*While this article refers to women throughout, it's important to note that trans men, non-binary people, and intersex individuals may also experience menopause
Dr Elisabeth Griffiths is associate professor at Northumbria Law School, Northumbria University, and member of the Law Society’s Disabled Solicitors Network committee.
Dr Lyndsey Bengtsson is associate professor, Northumbria Law School at Northumbria University.
