Menopause at Work: Lessons from HSBC’s Inclusive Approach

Published : October 22, 2025

Menopause at work is often forgotten about, but its impacts can significantly hinder those affected. HSBC has recently discussed its approach to supporting its workforce through menopause policies, training, and more.

Our latest article examines how HSBC helps women with menopause in the workplace. We discuss the relevant laws on the matter and how individuals can get help at work. Should an employer fail to provide the necessary support, we also explain your next possible steps..

If you’re dealing with menopause in the workplace and believe your rights have been breached, contact Redmans Solicitors without hesitation. Following a brief consultation, one of our specialists will answer your queries and discuss your possible next steps. Should you have an eligible claim, they can also guide you through the process to ensure you reach an optimal outcome.

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HSBC’s Approach to Menopause at Work

HSBC, one of the globe’s banking and financial services leaders, has recently revealed its strategy concerning menopause at work. The banking giant emphasised the importance of supporting menopausal women, stating that “the well-being of all our people is key to our success.”

Ms Rebecca Owers, HSBC’s UK Head of Wealth & Specialists, outlined the bank’s current approach. She explained that its menopause support included established policies, practical resources, training, and a culture encouraging open conversation. Examples of these support mechanisms in practice include:

  • Manager training, to enable effective yet sensitive conversations with staff
  • Redesigned uniforms to allow for better breathability
  • Access to relevant equipment, such as desk fans
  • Workplace guidance via a dedicated “menopause hub” on its intranet
  • Menopause cafés, providing peer-support spaces
Read More: Scottish Teacher Wins £60,000 After Unfair Dismissal for Refusing Transfer Due to Menopause Symptoms

Ms Owers went on to state, “Our aim is to ensure colleagues get the right help at the right time.” And this does appear to be the case, as many women with menopause at HSBC have reported feeling “less isolated and more supported,” with managers also noting their increased “awareness and confidence” in supporting staff.

What are My Rights at Work with Menopause?

Currently in the UK, there’s no single law that governs menopause at work. Despite this, rights and protections for menopausal women can be drawn from established legislation, including the Equality Act 2010 and the Health and Safety at Work etc. Act 1974.

Under the Equality Act 2010, individuals are protected against unfavourable treatment, such as discrimination, harassment or victimisation, because of their protected characteristics. While menopause itself isn’t a protected characteristic, sex, age, and disability are, and those can all be relevant.

If someone is treated less favourably because of their sex (i.e., being female) or age (menopause commonly occurs between 45 and 55), then a claim may be possible. Likewise, if an individual’s menopausal symptoms are so severe that they constitute a disability, similar protections apply, in addition to an entitlement to reasonable adjustments.

Furthermore, under the Health and Safety at Work etc. Act 1974, employers are required, “so far as is reasonably practicable,” to ensure the well-being of their workforce. Although not menopause-specific, this duty means that workplace conditions which exacerbate menopausal symptoms may require action.

Legal disputes can arise when employers fail to adhere to the obligations established in law. Should this happen, individuals must act swiftly, considering both internal and external avenues to resolve their matter.

Menopause at Work: What Reasonable Adjustments Can I Ask For?

Disability is defined in the Equality Act 2010 as a physical or mental impairment that substantially impacts an individual’s ability to carry out regular, daily activities over the long term. Women with menopause may satisfy this definition and, in such circumstances, would be entitled to reasonable adjustments.

Such adjustments come in many forms, with their ‘reasonableness’ assessed on factors like cost, practicality to implement, and impact in mitigating any disadvantages experienced. In practice, reasonable adjustments for menopausal women could include:

  • A cooler working environment to help individuals overcome hot flushes
  • Regular breaks to support those who are having difficulties sleeping or with migraines
  • Menopause policies to guide those affected to the available resources and inform leadership about how they can help

Notably, the above list isn’t exhaustive, and what’s considered reasonable will depend on the employer and the individual affected. Further examples of adjustments can be seen in the menopause support offered by HSBC above, although considering each case individually is advised.

When Employers Must Act – and What to Do If They Don’t

For an employer to be required to provide reasonable adjustments to an individual dealing with menopause at work, they must know, or be reasonably expected to know, about it; that’s provided it satisfies the legal definition of disability. With this in mind, informing one’s employer as soon as possible is typically recommended.

Should an employer be aware, or ought to be aware, of one’s condition and fail to provide the necessary support, several avenues can be taken to resolve the matter.

Read More: New Menopause Support Guidance – Be Compliant or Risk Disability Discrimination

First, it’s wise to collate any evidence of the issue and take up the matter internally, whether through an informal chat with one’s manager or a formal grievance. Both options provide the opportunity to resolve the issue without needing costly and stressful formal action. However, by raising a grievance, additional legal obligations are placed on the employer.

If the matter remains unresolved after taking such steps, though, initiating Acas early conciliation is usually advised. This free process offers independent advice and is required before most employment tribunal claims can be brought.

However, if all other avenues have been explored and a resolution is still outstanding, the final step is to bring a tribunal claim. To do so, strict eligibility criteria and time limits must be adhered to, but should the claim be successful, a remedy including compensation could be awarded.

Get Help with Redmans

If you’re dealing with menopause at work and believe your employer is unlawfully neglecting support, please contact us now. Redmans Solicitors are employment experts, and following a brief chat, we can analyse your case, answer your questions, and provide specialist advice. We can also assess your eligibility to bring a claim and guide those eligible through the process.

To begin your journey with us today, simply:

The information on this page is intended for general informational purposes only and does not constitute legal advice.