Need Help With Employment Law and Women’s Health at Work? Here's What You Need to Know
A recent Women’s Health survey revealed that 57% of women with hormonal or gynaecological conditions believe their health has negatively impacted their careers.
From endometriosis, fibroids, and PMDD to fertility treatment and the menopause, women face unique health challenges — and many are navigating them with little to no understanding of their legal rights at work.
At Parachute Law, we help employees and employers alike understand where they stand under UK employment law — especially when it comes to complex, often stigmatised, health matters. Whether you're managing symptoms at work or unsure how to talk to your employer, here's a breakdown of what the law says, where the gaps are, and what to do next.
Why So Many Women Are in the Dark
According to Moira Campbell, senior employment solicitor at Kingsley Napley (and featured expert in Davina McCall’s menopause documentary), confusion reigns on both sides:
“There’s a shocking lack of clarity… many employers don’t know what they’re required to do, and many employees don’t know what they’re entitled to ask for.”
This legal blind spot is partly the result of lingering stigma around women’s health. But the consequences are very real — and can include lost opportunities, missed promotions, unnecessary disciplinary action, or even job loss.
Let’s change that.
Menopause & the Law: Where Do You Stand?
Contrary to what many believe, menopause isn’t a protected characteristic under the Equality Act 2010. However, most employment tribunal cases involving menopause are brought under:
- Disability discrimination
- Sex discrimination
- Age discrimination
If your symptoms have a substantial, long-term impact on your daily activities, you may be considered “disabled” under the Act — even if you don’t identify with that label.
This is a legal definition, not a judgment, and it can entitle you to:
- Reasonable adjustments at work
- Protection from unfair treatment or dismissal
- The right to challenge workplace policies that disproportionately affect you
Fertility Treatment: What Are Your Rights?
Legal protections during fertility treatment are minimal and time-limited. Under current law:
- Once a fertilised embryo is implanted, you are legally considered pregnant.
- If the pregnancy ends, your protection lasts two more weeks.
- During this window, you are protected from pregnancy and maternity discrimination.
Outside of this period, employers are not legally obligated to offer flexibility — though the Equality and Human Rights Commissionrecommends sympathetic treatment.
Our advice? Speak to your HR department early and request support in line with the spirit (if not the letter) of the law. And if you face unfair treatment? That’s where we can step in.
Periods, PMDD, Endometriosis & Other Menstrual Health Issues
While menstrual conditions are not explicitly protected under employment law, they may fall under the definition of disability if they:
- Substantially affect your ability to perform daily activities
- Are expected to last at least 12 months
In these cases, you may be entitled to:
- Flexible working hours
- Adjusted workloads
- Supportive performance reviews
- Time off without penalty
But here's the catch: your employer can’t support you if they don’t know.
How to Talk to Your Employer (The Smart Way)
We recommend the following steps if you’re concerned about how your health is affecting your performance:
- Get a diagnosis — Speak to a GP or specialist for medical documentation.
- Have a conversation — Talk to a manager or HR rep.
- Be clear about what you need — Do you need remote working, schedule changes, or more breaks?
- Check your employer’s policies — Reference these when making requests.
- Follow up in writing — Summarise what was discussed and agreed upon, and keep a record.
Your employer has a duty to make reasonable adjustments if your condition qualifies under the Equality Act — but disclosure is the first step to activating those rights.
Worried About Backlash?
Understandably, many women fear being treated differently after sharing personal health information. Unfortunately, discrimination does happen — but if you’ve disclosed your condition and experienced negative treatment as a result, you may have legal grounds to bring a claim.
If this sounds like your situation, we can help. At Parachute Law, we support clients facing discrimination, unfair dismissal, or breaches of workplace protections tied to health.
TL;DR: Your Cheat Sheet
Condition | Legal Protection | Takeaway |
Menopause | Disability, sex, age discrimination | May qualify under Equality Act |
Fertility Treatment | Pregnancy discrimination (very limited window) | Ask HR about flexibility; legal claims possible if mistreated |
PMDD/Endometriosis | Possible disability | Keep medical evidence, request adjustments |
Period-related symptoms | Not explicitly protected | May qualify if severe and long-term |
Need Help Navigating Your Rights?
Whether you’re unsure about your protections, feel you’ve been treated unfairly, or simply want to understand what support you can ask for — our employment law team is here to help.
Need help with employment law?
Call us: 0207 183 4547
Or email: thelegalteam@parachutelaw.co.uk
Related Reading:
Does Employment Law Apply to Independent Contractors?
