What are the legal ramifications for me as an employer?

Workplace policies must incorporate women and trans men who may be struggling with peri/menopause symptoms, particularly in cases of performance management. For example an employee who is finding it difficulty to concentrate as a symptom of the peri/menopause may not be able to meet certain performance targets as easily as her/their other colleagues.

Given that peri/menopause are typically age related, it may percieved as  direct age discrimination or harassment to target unfair treatment at an employee because they are of menopausal age. Similarly it may be indirect age discrimination to have a policy or practice which is disadvantageous to people going through this time of change

Employment and Equality Acts (1998- 2015) oblige employers to make reasonable accommodation for people with disabilities. The potential for discrimination is particularly relevent for employees with peri/menopause symptoms severe enough to meet the definition of disability under the legislation.