Most women managing perimenopause symptoms at work don't know what they're legally entitled to ask for. Many assume they have to cope alone. They don't.
This guide explains your rights in plain English. It covers what the law says, what you can ask for, and how to have the conversation.
The Equality Act 2010 — what it means for you
The Equality Act 2010 protects people with disabilities from discrimination at work. The legal test for disability is: a physical or mental condition that has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities.
"Substantial" means more than minor or trivial. "Long-term" means lasting or likely to last 12 months or more.
For many women, perimenopause symptoms meet this threshold. Brain fog that makes it hard to concentrate in meetings. Sleep disruption that leaves you exhausted by mid-afternoon. Anxiety that stops you speaking up. These are not minor inconveniences. They are substantial effects on day-to-day life.
If your symptoms have substantially affected your ability to do normal things for more than 12 months, your employer has a legal duty to help.
Key cases that set the precedent
Lynskey v Direct Line (2023): A woman was awarded £64,645 after her employer failed to make reasonable adjustments for menopause symptoms. The tribunal found that her symptoms, including anxiety, brain fog, and difficulty concentrating, constituted a disability under the Equality Act.
Rooney v Leicester City Council (2022): The employment tribunal found that the council had failed to consider menopause as a potential cause of performance issues. The case reinforced that employers cannot dismiss performance concerns without considering whether menopause symptoms are a factor.
These cases matter because they confirm that perimenopause and menopause symptoms can qualify as a disability, and that employers have a duty to consider them before taking any action on performance.
Reasonable adjustments you can request
Under the Equality Act, your employer has a duty to make "reasonable adjustments" if you have a disability or a condition that substantially affects your daily activities. Here are practical adjustments you can ask for:
- Flexible start and finish times. If you are not sleeping well, starting 30 minutes later can make a significant difference to your morning.
- Working from home on difficult days. Not every day needs to be at a desk in the office.
- A desk near a window or away from heat sources. Temperature regulation matters when hot flushes are frequent.
- Access to a private space to rest. Even 10 minutes can help during an acute episode.
- Adjustments to targets or deadlines during acute phases. Temporary flexibility is reasonable.
- A fan or temperature control at your workstation. Small and inexpensive.
- More frequent breaks. Particularly if you are experiencing fatigue or concentration difficulties.
What counts as "reasonable" depends on your employer's size and resources. A large employer with hundreds of employees has a higher bar than a small business with five. But every employer has a duty to consider adjustments and explain why if they say no.
The Employment Rights Act 2025
The Employment Rights Act received Royal Assent in December 2025. It introduces new requirements specifically around menopause at work.
From April 2026: All employers can voluntarily publish a menopause action plan. Many forward-thinking organisations are doing this already.
From spring 2027: Employers with 250 or more employees will be legally required to have a menopause action plan in place. This is not optional. It is a legal obligation.
If your employer has 250 or more people, they will soon be legally required to have a menopause action plan. You can ask to see it. If they don't have one yet, you can ask when they plan to publish it.
What a menopause action plan should include
- A clear statement of the organisation's commitment to supporting employees with menopause symptoms
- Information about what support is available, including flexible working, reasonable adjustments, and occupational health
- Training for line managers on how to have supportive conversations
- A named point of contact for employees who want to discuss their needs
- A commitment to review the plan regularly
How to ask your employer about their plan
You can ask your line manager or HR department directly: "I understand that under the Employment Rights Act 2025, organisations with 250 or more employees will need a menopause action plan from spring 2027. Does the organisation have one, or is one being developed? I would like to understand what support is available."
How to have the conversation
These scripts are written for you to use as they are or adapt to your situation. The language is deliberately calm, professional, and non-confrontational.
Script 1 — Informal conversation with your manager
"I wanted to let you know I'm going through perimenopause and some of my symptoms are affecting me at work. I've been doing some research and I'd like to discuss whether there are any adjustments that might help. I have some specific ideas if that would be useful."
This works best as a starting point. It opens the door without making a formal request. Most supportive managers will respond well to this approach.
Script 2 — Formal request for reasonable adjustments
"I am writing to request a reasonable adjustments meeting under the Equality Act 2010. I have been experiencing symptoms of perimenopause which are having a substantial effect on my day-to-day activities at work. I would like to discuss what adjustments might be possible and appropriate."
Use this if the informal approach has not worked, or if you want a formal record. Send it by email so there is a written trail.
Script 3 — If your employer is unsupportive
"I understand you may not be familiar with the legal position on perimenopause and reasonable adjustments. I'd like to share some information about the Equality Act 2010 and recent tribunal decisions, and suggest we revisit this conversation with HR present."
This is a firm but professional escalation. It signals that you know your rights without being adversarial.
If your employer is unsupportive
If your employer refuses to engage, dismisses your concerns, or takes action against you because of your symptoms, you have options.
ACAS early conciliation. Before you can make an employment tribunal claim, you must contact ACAS for early conciliation. This is a free service that tries to resolve disputes without going to tribunal. Call 0300 123 1100 or visit the ACAS website.
Employment tribunal. If ACAS conciliation does not resolve the issue, you can make a claim to an employment tribunal. The Lynskey and Rooney cases show that tribunals take menopause-related claims seriously. Awards can be substantial.
Occupational health referral. You can request a referral to occupational health. This is a medical assessment of how your condition affects your work. The occupational health report can recommend specific adjustments and carries weight with employers.
Trade union support. If you are a member of a trade union, your representative can attend meetings with you and advocate on your behalf. Many unions now have specific guidance on menopause at work.
This guide provides general information about employment law and is not legal advice. If you are considering formal action, we recommend speaking with an employment solicitor or your trade union representative. SUMM is not a legal service.