Reasonable adjustments for those with the Menopause- Are You Aware What These Are? 

Reasonable adjustments may include: 

• Flexible working hours 
• Temporary workload changes 
• Remote or hybrid working 
• Temperature adjustments or desk relocation 
• Relaxed uniform requirements 
• Adjusted absence trigger points 
• Provision of rest areas 

However, the reasonableness of any adjustment depends on factors such as the size and resources of the employer, practical feasibility, cost and the effectiveness of the adjustment. Employers should avoid a rigid approach. Each case must be assessed individually, ideally supported by medical evidence and, where appropriate, an occupational health referral. 

Documenting the decision-making process is critical. Tribunals examine whether employers meaningfully considered adjustments and acted reasonably, not simply whether adjustments were ultimately implemented. 

Further support in this area can be sought from an occupational health service, or there are various websites, blogs etc offering advice- ones I have used are ‘Women of a Certain Age’, ‘Menopause Matters’, NHS website, British Menopause Society which offer information, as well as training that is on offer which could be offered to employees and line managers, or offering the support of a Menopause Coach to individuals. 

Please reach out to me should you need more support in this area, either for information or to discuss a particular case, or if

you would like me to run a training session for you on managing the menopause in the workplace, which could be open to line managers and employees alike.

Get in touch

📩 To speak with an expert, reach out to Jenny jenny@strategichr.co.uk

She will be happy to talk through your needs via a free 15-minute consultation call and provide a tailored plan to strengthen engagement across your workforce.