Perimenopause in the UK Workplace: Reasonable Adjustments and Your Legal Rights
UK workers with perimenopause may be entitled to reasonable workplace adjustments. This guide covers the Equality Act, EHRC guidance, and how to ask effectively.
The Legal Framework: Perimenopause and the Equality Act 2010
The Equality Act 2010 protects workers from discrimination on grounds of disability, age, and sex. Perimenopause can fall under more than one of these protected characteristics depending on the circumstances. Where symptoms are severe and long-lasting enough to have a substantial, adverse effect on normal day-to-day activities, perimenopause may meet the legal definition of disability under the Equality Act. Several Employment Tribunal cases in recent years have found in favour of employees who argued their perimenopause symptoms constituted a disability. Even where symptoms do not meet the disability threshold, age and sex discrimination protections still apply. If an employer treats a woman unfavourably because of symptoms that are related to perimenopause, this can constitute unlawful sex or age discrimination. Workers in the UK have stronger protections in this area than is widely understood.
EHRC Guidance and What It Means for Employers
The Equality and Human Rights Commission (EHRC) has published guidance making clear that employers have a duty to make reasonable adjustments for employees whose perimenopause symptoms amount to a disability. The EHRC guidance explicitly names perimenopause as a condition that may require workplace support, and it sets out that a failure to provide reasonable adjustments could constitute disability discrimination. For employees, this guidance provides useful leverage in conversations with employers who may be unfamiliar with their obligations. It is worth knowing this guidance exists before you request any adjustment, as it shifts the conversation from a personal favour to a legal duty. You do not need to use threatening language to reference it. Mentioning that you are aware EHRC guidance addresses perimenopause in the workplace is often enough to prompt a more informed response from HR teams.
What Reasonable Adjustments Can Look Like
Reasonable adjustments are practical changes to working conditions that remove or reduce the disadvantage a health condition creates. For perimenopause, common examples include a desk fan or well-ventilated workspace to manage hot flashes, flexible start and finish times to accommodate disrupted sleep, permission to take additional short breaks, access to a private space to manage symptoms, dress code changes to allow breathable fabrics, and the option to work from home on severe symptom days. These adjustments are generally low-cost or no-cost for employers. An employer is not required to make adjustments that are disproportionately burdensome, but most of the above examples fall well within what is considered reasonable.
How to Request Adjustments
The most effective approach is to make a clear, specific, written request rather than raising the issue informally and hoping for action. Start with a conversation with your line manager or HR contact to explain broadly that your health is affecting your work and that you would like to discuss some adjustments. Following this up in writing, even with a brief email summarising what was discussed, creates a record and demonstrates that you raised the issue formally. Be specific about what you are asking for. Instead of asking for general flexibility, specify which arrangement would help: for example, starting at 9:30 rather than 9:00 on three days per week. If your GP or a specialist has documented your symptoms, a letter or report from them can strengthen your request. Employers are more likely to act promptly when requests are clear, documented, and linked to a specific need.
Template Language for Difficult Conversations
Many women find it hard to know where to begin when raising perimenopause with a manager. Starting with a factual, calm framing tends to work best. Something like: 'I wanted to let you know that I am currently experiencing some health symptoms related to perimenopause. They are affecting my comfort at work, particularly around temperature, and I would like to explore whether some practical adjustments are possible.' You do not need to use medical language or share more than you are comfortable sharing. If the conversation is difficult or the manager responds poorly, the next step is a formal request to HR, where you can mention that you are aware of the EHRC guidance on perimenopause as a potential disability. Keeping a written record of all conversations is advisable from the start.
When Adjustments Are Refused
If an employer refuses to consider reasonable adjustments, the first step is raising a formal grievance through your employer's internal process. This creates an official record and triggers a formal response. If unresolved, you may be able to take a claim to an Employment Tribunal on grounds of disability, sex, or age discrimination. ACAS provides free guidance and an early conciliation service that is usually a required step before tribunal. Citizens Advice and specialist employment solicitors can also advise. Tribunal proceedings are a last resort, but successful cases have been brought and the legal framework offers genuine protection.
Building a Record of Your Symptoms
One practical thing you can do from now, whether or not you are currently in a workplace dispute, is to keep a consistent record of your symptoms. This is useful both for your own health management and as documentation if you ever need to demonstrate how your symptoms affect your work. Noting the date, nature, and impact of symptoms, particularly on days when they interfere with your working capacity, creates exactly the kind of evidence that supports both medical treatment requests and workplace adjustment conversations. The PeriPlan app lets you log symptoms and track patterns over time, which gives you a timestamped record you can refer to if a formal conversation becomes necessary. A clear picture of your experience is valuable, whether you are talking to a GP, an HR team, or an employment adviser.
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