Abstract
This paper provides a comprehensive analysis of Employment Tribunal (ET) claims in the UK involving menopause between 2017 and 2024. Drawing from 114 tribunal cases, it examines how menopause-related claims intersect with existing employment protections, including sex, age, and disability discrimination laws. The findings reveal that many menopausal employees experience workplace challenges, ranging from disciplinary actions to dismissals, often exacerbated by a lack of legal clarity and employer awareness. A significant proportion of cases highlight the failure of organisations to accommodate menopause-related impairments, leading to disputes over workplace adjustments and discrimination claims.
Despite growing recognition of menopause as a workplace issue, tribunal decisions remain inconsistent, particularly regarding whether menopause qualifies as a disability under the Equality Act 2010. While some cases establish menopause as a valid ground for discrimination claims, others dismiss them due to insufficient medical evidence or legal precedent. The study identifies all the cases that have mentioned ‘menopause’ in tribunal judgments which has helped the researchers underscore the psychological, emotional, and cognitive toll of menopause on employees.
This paper argues that explicit legal recognition of menopause as a workplace issue is necessary to ensure consistent protections for affected employees. Additionally, it advocates for increased employer education, structured workplace policies, and improved tribunal data collection to enhance transparency and policy development. By addressing these gaps, this research contributes to the ongoing discourse on employment rights and workplace inclusivity, offering recommendations for future legal and organisational reforms.