The Menopause and Your Business: Why Employers Must Take Action

The Rising Legal Risks for Businesses

Recent figures show menopause-related tribunal claims increased from 64 in 2022 to 204 in 2024. If this trend continues, the number of claims could surpass 600 by 2026. A key driver of this rise is the evolving legal interpretation of menopause under the Equality Act 2010.

The landmark Rooney v Leicester City Council case saw a judge rule that Rooney’s menopause symptoms constituted a disability. Historically, menopause had not been classified in this way, but this ruling set a precedent that is now shaping employment law. Another critical case, Lynskey v Direct Line Insurance Services, resulted in an employee receiving £64,645 in compensation after her employer failed to make reasonable adjustments for her menopause symptoms.

While 204 cases in 2024 may not seem alarming, the reality is that the true number of disputes is far higher. Consider that:

• Over 50% of tribunal claims are withdrawn due to out-of-court settlements.
• ACAS (the Advisory, Conciliation and Arbitration Service) settles 20% of claims before they reach the tribunal stage.

This means that the number of menopause-related disputes being handled behind closed doors is significantly higher than official figures suggest.

The Impact of Menopause on the Workplace

Menopause can cause a range of symptoms, including fatigue, brain fog, anxiety, and sleep disturbances. These can have a profound impact on an employee’s productivity, confidence, and ability to perform their role effectively. A failure to accommodate these challenges can lead to increased absenteeism, reduced performance, and ultimately, staff turnover.

For small businesses, where every team member plays a crucial role, ignoring menopause-related issues can be particularly costly. Replacing employees is expensive, and a lack of support can lead to a toxic workplace culture, damaging your business’s reputation and employee morale.

The Bottom Line

Ignoring menopause in the workplace is no longer an option. With employment tribunal claims surging and legal precedents being set, businesses must act now to protect their employees and themselves. By implementing supportive measures, businesses can not only avoid costly legal disputes but also improve employee wellbeing, retention, and productivity.

Small businesses that take proactive steps today will build a more inclusive, resilient, and successful workplace for the future. Don’t wait for a tribunal claim to force change, act now and support your employees through every stage of their working lives.

If you’d like help introducing a menopause policy, delivering training in this area or supporting affected employees, get in touch.

Book a free 30-minute discovery call

The people we support, supporting us:

• We recently had the pleasure of working with Limelite HR & Learning for our Leadership and Management training, and the experience was brilliant. The course was well-structured and highly interactive, allowing our managers to engage fully with the material. What impressed us was their extensive knowledge, approachability, and flexibility, which truly made a difference. They took the time to understand our business context, which enriched the learning experience and made the training relevant and applicable. We are grateful for the valuable insights and skills our team has gained, and we look forward to continued collaboration with Limelite in the future. Highly recommended.

  Clare Flemming, People Director
  Auriga Services

• We had a meeting with staff this week and they shared how much they enjoyed the training and found it incredibly beneficial. A huge thank you for delivering such a fantastic session! The learning was valuable for everyone, and despite the long day, it never felt dragged out—a true testament to how engaging and impactful it was. I’ll be sharing the training materials with the team—it’s great to have them as a reference.

  Halema Khan, Operations Manager
  CASBA

• From understanding DISC profiles to motivating a high-performing team, this course equipped me with the knowledge and practical tools to be a better manager. I am much better prepared for any potential issues that may arise, as well as understanding how to get the best out of my team. The Limelite team are so friendly and approachable, with a wealth of experience to share. Really enjoyed the course – thanks to all involved!

  Jessica Abbell
  Lynchpin Media

• Thank you Helen and Lisa. Working with Lisa Murphy and Helen Scullion at Limelite HR has been a hugely positive experience for us at TOP Networking.
  From the very beginning, they took the time to understand not only our business and its community but also the culture and values that sit at the heart of everything we do. The Culture Handbook they created for us is a perfect reflection of our mission and people-first approach. It captures the spirit of our organisation in a way that is both professional and engaging, giving our current and future team members a clear sense of who we are and what we stand for. Alongside this, the employment contract template and step-by-step guide to hiring have been invaluable, giving us the tools and confidence to grow our team in a structured, compliant, and values-led way.

  The support of Limelite HR’s expert guidance, has enabled us to take significant first steps in our business in building a consistent people strategy. Without this consultancy support, we would have been left piecing things together ourselves, which would have taken far longer and risked inconsistency as we expand. Lisa and Helen brought professionalism, warmth, and real expertise to the project. Their work has already had a lasting impact on our business, and I wouldn’t hesitate to recommend them to any organisation looking to strengthen its culture and HR foundations.

  Richard Frazer, Director
  TOP Networking