Menopause at Work
In the Police
For police officers and police staff going through perimenopause or menopause, and the supervisors supporting them. What the national guidance says, what real force policies offer, practical adjustments for uniform, body armour, shifts and absence, your legal protection, and the HRT prepayment certificate.
Independent information, not advice · Sources checked 14 October 2026 · England and Wales unless stated
National police guidance (2019, revised by the College of Policing in 2021) says forces should risk-assess your needs, offer adjustments such as lighter uniform, fans, toilet access and flexible shifts, let you approach occupational health and record menopause absence as one ongoing issue. Not every force has a policy. The Equality Act protects officers and staff on grounds of sex, age and, where symptoms are severe and long-term, disability.
Menopause affects people differently, and for some it has a real effect on sleep, concentration, mood and how comfortable it is to work in uniform and body armour. This page sets out what the guidance, force policies and the law say, as checked on 14 October 2026. It is general information, not medical or legal advice: for symptoms and treatment, talk to your GP, and for your rights in a specific situation, talk to your Federation, union or a solicitor. It applies to anyone going through menopause, including people who do not identify as women, as the national guidance does.
The national police menopause guidance
There are two versions of the national guidance, and people often mix them up.
| Version | Who issued it | Date | Status |
|---|---|---|---|
| Management of Menopause Transition in the Police Service | NPCC Menopause Action Group and the Police Federation, as a joint initiative with the College of Policing and UNISON | September 2019 | Superseded by the 2021 revision |
| Management of menopause transition in the police service (revised) | College of Policing, developed with the NPCC, the Police Federation, UNISON police staff and the Menopause Action Group | Announced 18 October 2021 | Current national guidance; the Federation said in August 2026 it plans to refresh it |
The 2021 guidance is aimed at individuals, partners, line managers, occupational health and senior leaders. Its main points:
- Self-referral to occupational health, "without the need for a management referral".
- A risk assessment of the individual's needs, with a generic template (Appendix B) that asks whether uniform and PPE reflect the colleague's needs and whether alternatives such as cotton clothing are available.
- Absence recording: managers should record menopause-related sickness absence "as an ongoing health issue instead of a series of short-term absences", and forces should make sure sickness systems capture it accurately.
- Uniform: it recognises that unsuitable uniform and heavy or cumbersome work wear can make symptoms worse.
- Practical help occupational health should support, such as easy access to toilets, additional or lighter-weight uniform and access to a fan.
- Fitness test: occupational health can advise on reasonable adjustments for the job-related fitness test.
- Peer support, such as menopause cafes.
- Force policies should be endorsed at chief officer level and carry a formal review date.
- Legal risk: it warns that failing to make adjustments risks liability for age, sex and disability discrimination.
Oscar Kilo, the national police wellbeing service, hosts the guidance in its women's health toolkit, with NPCC line management guidance and a supervisor's guide that recommends flexibility on uniform where policy permits, additional comfort breaks when wearing body armour or PPE for long periods, accurate and sensitive recording of absence, and signposting to occupational health, staff networks and menopause champions.
What force policies actually say
Guidance is not binding, so your force's own policy matters. We read the documents below on 14 October 2026. They show a wide range: some forces have detailed policies, and two of the largest said they had none.
| Force | Document | Key provisions | Type |
|---|---|---|---|
| Surrey and Sussex | Menopause Policy 1237/2024 (joint) | Absence as an ongoing health condition; adjustment passport; flexible working from day 1; Teams support group; lighter uniform and fans | Dedicated policy |
| Humberside | Our menopause policy (web archive copy, 7 October 2025) | Menopause risk assessment with consent, reviewed yearly; flexibility on uniform and body armour; own clothing; fans; some leeway on absence; champions; OH self-referral | Dedicated policy |
| Derbyshire | Menopause guidance for women and line managers (last updated 9 August 2023, via PCC FOI) | Risk-assess needs; consider flexible working; national uniform wording | Guidance, not a formal policy |
| Thames Valley | Force news (September 2022) and press reports (April 2023) | Menopause Friendly accreditation; buddy network of about 50; menopause absence recorded; cooler uniform options reported | No policy document read |
| Metropolitan Police | FOI response, February 2024 | No menopause policy; intranet medical guidance for staff and managers | No dedicated policy |
| Police Scotland | FOI response, 5 February 2024 | No formal menopause policy; attendance management SOP section 3.7 and a menopause toolkit | No dedicated policy |
Several other forces publish menopause policies, but we could not read them when we checked (West Yorkshire and Nottinghamshire returned access errors), so they are not in the table. Search your force intranet for "menopause", and also check your attendance management, flexible working and uniform policies, which may contain the relevant rules even where there is no menopause policy. The Federation said in August 2026 that support is "still very much a postcode lottery".
Reasonable adjustments, symptom by symptom
These examples come from the national guidance, the Oscar Kilo supervisor's guide and the force policies above. They are not automatic entitlements: what is reasonable depends on your symptoms, your role and operational needs. Use them to start the conversation.
| Symptom or issue | Possible adjustments | Where it comes from |
|---|---|---|
| Overheating, hot flushes | Cotton or lighter-weight uniform; desk fan; removing jacket or tie; flexibility on body armour where safe; cooler workspace | National guidance; Humberside; Surrey and Sussex |
| Heavy or unpredictable bleeding, urgency | Easy access to toilets; extra comfort breaks, especially in body armour; spare uniform; not being single-crewed far from facilities for long periods | National guidance; Oscar Kilo supervisor's guide |
| Poor sleep, fatigue | Shift changes or fewer nights for a period; flexible start times; breaks; review of overtime | National guidance; Derbyshire; Surrey and Sussex |
| Concentration, memory (brain fog) | Written instructions; quieter space for file work; time to check work; adjusted deadlines | National guidance (our examples) |
| Anxiety, low mood | Occupational health and wellbeing referral; a regular check-in; signposting to support | National guidance |
| Absence | Record as one ongoing health issue; consider leeway on triggers | National guidance; Surrey and Sussex; Humberside |
| Fitness test | Occupational health advice on adjustments for the job-related fitness test | National guidance |
Agreed adjustments are worth writing down. Surrey and Sussex's policy says they can be recorded on a workplace adjustment passport, which helps if you move team or get a new supervisor. UNISON highlighted a "menopause passport" developed by Norfolk and Suffolk as good practice in 2019.
Uniform, body armour and front-line roles
For front-line officers this is often the biggest practical problem. In the Federation's 2023 survey, 38% of officers said uniform design made coping with menopause symptoms moderately or extremely difficult (reported by the Federation in October 2024).
- Alternative uniform. The national checklist asks about alternatives such as cotton clothing. Surrey and Sussex refer to lighter-weight uniform.
- Body armour. Humberside's policy lists flexibility on wearing uniform and body armour and removing uniform when safe to do so. Body armour is a safety control, so any change will depend on a risk assessment of your duties.
- Comfort breaks. Oscar Kilo's supervisor's guide suggests additional comfort breaks when wearing body armour or PPE for prolonged periods.
- Better kit. The Federation says the Home Office's third-generation body armour (2023) was the first to acknowledge gender-specific requirements, and reported that some officers found cooling vests made them hotter as an extra layer.
- Temporary change of duties. If symptoms are severe for a period, adjusted duties may help. See adjusted and restricted duties.
Night shifts, rotas and flexible working
Disturbed sleep is one of the most common symptoms, and shift work can make it worse. The national guidance and the force documents we read all treat working patterns as something to discuss:
- Derbyshire's guidance tells managers to consider accommodating flexible working requests.
- Surrey and Sussex say flexible working is supported from day 1 of service.
- Options to discuss (our examples): fewer consecutive nights, avoiding quick changeovers, temporary day-only working, later start times after poor nights, part-time working or compressed hours.
- Temporary or permanent? Symptoms often change over time. A temporary change with a review date is often easier to agree, and avoids a permanent move you may not want later.
- Pay effects. Fewer nights or hours can affect allowances and pay. Check before you agree. Our shift work and fatigue guide covers the health side.
Officers' working patterns are set under Police Regulations and force policy, and part-time working for officers is arranged through the force. Ask HR how your force handles flexible working requests for officers and for staff.
Sickness absence and attendance triggers
Surveys suggest many people hide menopause absence. In the Federation's 2023 survey, only 19% of those who told their manager they were absent because of menopause had it recorded accurately, and 70% had gone to work when they felt they should have taken sick leave.
- Record it as one issue. National guidance and Surrey and Sussex's policy say to record menopause absences as an ongoing health condition rather than a series of short-term absences, which matters for trigger points based on the number of spells.
- No automatic discount. Humberside's policy notes the Equality Act does not require disability-related absence to be discounted once all adjustments have been made, but says some leeway may be reasonable. Adjusting triggers can itself be a reasonable adjustment.
- Sick pay for officers follows the usual rules: full pay and then half pay depending on absence in the previous year. Our free police sick pay calculator shows how it would work for you.
- Performance procedures. The Federation said in August 2026 that some officers were still being placed on unsatisfactory performance procedures over menopause-related difficulties. If that happens, ask what adjustments were considered first and involve your rep. See unsatisfactory performance and attendance.
Occupational health and your GP
Occupational health (OH) advises your force on adjustments. The national guidance recommends that you can approach OH without a management referral, and Humberside lists self-referral. OH does not prescribe: treatment such as HRT comes from your GP or a specialist, following NICE guideline NG23 (Menopause: identification and management, last updated 15 April 2026).
- Ask OH for a written report of recommended adjustments, and to see it before it goes to your manager.
- You do not have to share medical detail with your manager; OH can describe the effects and the adjustments.
- Ask for a review date, because symptoms change over time.
Our guide to the occupational health process covers referrals and consent.
The law: sex, age and disability
There is no law specifically about menopause at work. Protection comes from the Equality Act 2010, which covers police officers through section 42 (holding the office of constable is treated as employment by the chief officer) and police staff as employees.
| Ground | How it can arise | Key point |
|---|---|---|
| Sex | Being treated less favourably, or mocked, because of menopause symptoms; policies that disadvantage women more than men | Direct and indirect discrimination and harassment (s.26) can all apply |
| Age | Comments or decisions linked to being of menopausal age | The EHRC says protection on grounds of age and sex can apply |
| Disability | Symptoms with a substantial, long-term adverse effect on normal day-to-day activities | Not automatic. Long-term means 12 months or more, or likely to be. HRT and other treatment is ignored (Schedule 1, paragraph 5) |
| Reasonable adjustments (s.20) | Where you are disabled and a rule, physical feature or lack of an aid puts you at a substantial disadvantage | The force must take reasonable steps and cannot charge you |
| Discrimination arising from disability (s.15) | Unfavourable treatment because of something arising from a disability, such as absence or performance | Unlawful unless a proportionate means of achieving a legitimate aim |
The EHRC's guidance for employers (published 22 February 2024, updated 25 August 2025) says that if menopause symptoms have a long-term and substantial impact on a woman's ability to carry out normal day-to-day activities, they could be considered a disability, and that women may also be protected from direct and indirect discrimination, harassment and victimisation on grounds of age and sex.
If you are treated badly after raising this, see grievances, bullying and harassment, which covers the tribunal time limit (six months for acts on or after 1 October 2026).
Tribunal cases
The EHRC's guidance does not cite any tribunal cases. These two are often mentioned; we checked both against the judgments published on GOV.UK.
The EAT held that the employment tribunal erred in law in holding that the claimant, who had menopause symptoms, was not a disabled person, and sent the claim back to be reconsidered. It is an appeal decision, so tribunals must follow its reasoning.
The tribunal found the dismissal of a court officer with menopause symptoms was because of something arising in consequence of her disability (section 15), and ordered reinstatement with arrears and an award for injury to feelings. Disability was conceded by the employer, and it is a first-instance decision, so it is an example rather than a binding precedent.
Neither case involved a police force, and each turned on its facts. They show that menopause symptoms can amount to a disability and that dismissal or detriment without proper consideration can be unlawful.
If adjustments are refused or you are treated badly
- Ask for reasons in writing, and whether a risk assessment and OH advice were considered.
- Point to the guidance. The national guidance and your force policy, if it has one, are the benchmark your force set itself.
- Talk to your rep (Federation or UNISON) before any formal step.
- Raise a grievance under your force's policy. See grievances, bullying and harassment.
- Know the tribunal deadline. Equality Act claims must normally start within six months of the act, for acts on or after 1 October 2026, after Acas early conciliation. A grievance does not pause it.
- If comments or jokes are made about your symptoms, that may be harassment related to sex or age (section 26). Record what was said, when and who heard it.
Menopause action plans: what is coming
- The power: the Employment Rights Act 2025 (section 33) adds section 78A to the Equality Act, allowing regulations to require employers with 250 or more employees to publish equality action plans, including on supporting employees going through menopause. It came into force on 6 April 2026.
- Police are in scope: chief constables of forces maintained under the Police Act 1996, the Metropolitan Police Commissioner, police and crime commissioners and the College of Policing are listed in Schedule 19 Part 1 to the Equality Act, which the new section uses.
- Not yet compulsory: no regulations requiring plans had been made when we checked. GOV.UK's guidance (updated 13 May 2026) says plans are voluntary now and, subject to legislation, will become mandatory from spring 2027, with a voluntary deadline of 30 March 2027 for most public authority employers and at least one action supporting employees experiencing menopause.
- Scotland and Wales have different rules for public authorities, according to GOV.UK.
The HRT prescription prepayment certificate
In England, prescriptions cost £9.90 per item in 2026/27. The HRT prescription prepayment certificate (HRT PPC), introduced on 1 April 2023, costs a one-off £19.80 and covers an unlimited number of listed HRT medicines for 12 months. The price is unchanged for 2026/27.
| Prescriptions in a year | Paying per item | HRT PPC | Saving |
|---|---|---|---|
| One HRT item every month (12 items) | £118.80 | £19.80 | £99.00 |
| Two HRT items every month, e.g. oestrogen and progesterone (24 items) | £237.60 | £19.80 | £217.80 |
| Two HRT items every three months (8 items) | £79.20 | £19.80 | £59.40 |
- What it covers: HRT medicines on the NHSBSA list that are licensed to treat menopause in the UK, such as oestrogen tablets, patches, gels and sprays, vaginal oestrogen, combined products and some progesterone products. Testosterone is not on the list.
- Other medicines are not covered. If you also pay for other regular prescriptions, compare a standard 12-month PPC (£114.50 in 2026/27).
- Wales, Scotland and Northern Ireland: prescriptions are free, so you do not need it.
What officers and staff say
| Finding | 2018 survey (6,315 responses) | 2023 survey |
|---|---|---|
| Symptoms moderately or extremely problematic at work | 76% | 83% |
| Went to work when they felt they should have taken sick leave | 62% | 70% |
| Absence accurately recorded when they told their manager | 9% | 19% |
| Considered leaving | One in five (as reported in the 2021 guidance) | One in three |
| Managers who had been trained | 11% | 18% |
The 2023 survey also found that half of managers did not know whether their force had a formal menopause policy, and 96% said one would be useful. These are self-selecting surveys of people who chose to respond, not a representative sample of the workforce.
How to raise it with your supervisor
- Note what is affecting you at work and when: night shifts, body armour, long periods away from toilets, file work after poor sleep.
- Find your force's policy or guidance, and the attendance and uniform policies.
- Choose who to speak to. Your supervisor, another manager you trust, a menopause champion, OH directly or your rep. You can bring someone with you.
- Ask for a risk assessment or a wellbeing conversation, and suggest specific adjustments.
- Agree and record what will change, ideally in a workplace adjustment passport, with a review date.
- Ask how absence will be recorded and whether triggers will be adjusted.
- Follow up if nothing happens, and escalate through HR, OH or a grievance if needed.
"I am going through the menopause and some symptoms are affecting me at work, particularly [symptoms] during [tasks or shifts]. The force's [policy or the national guidance] suggests a risk assessment and adjustments. Could we meet to discuss things like [examples]? I would also like to check how any related absence will be recorded, and I may refer myself to occupational health."
You do not need medical knowledge. Listen, ask what would help, use the force's risk assessment, record absence accurately and as one ongoing issue, keep it confidential, and signpost OH and support networks. Oscar Kilo's supervisor's guide is a good starting point.
Three scenarios
Ask for a risk assessment covering alternative uniform, extra comfort breaks and when body armour can safely be removed, for example during office work. Check whether newer armour is available in your size and fit.
Ask for the absences to be recorded as one ongoing health issue, as the national guidance suggests, and for leeway on the trigger as a reasonable adjustment. Involve UNISON and OH.
Ask for written task lists, protected time for file work and adjusted deadlines where possible, and a short regular check-in. Self-refer to OH if your force allows it.
Checklist
- ☐ I know whether my force has a menopause policy, and where it is.
- ☐ I have noted which symptoms affect which parts of my work.
- ☐ I have asked for a risk assessment or wellbeing conversation.
- ☐ Agreed adjustments are written down with a review date.
- ☐ I know how my absence is being recorded.
- ☐ I have considered self-referral to occupational health.
- ☐ I have spoken to my GP about symptoms and treatment.
- ☐ If I live in England and take HRT, I have checked the HRT certificate.
- ☐ I know who my rep, menopause champion or support group is.
What people get wrong
| Myth | What the sources say |
|---|---|
| "There is new 2023 College guidance on menopause." | The current national guidance is the 2021 College revision of the 2019 document. The Federation said in August 2026 it will be refreshed. |
| "Every force has a menopause policy." | The Met and Police Scotland both said in February 2024 that they had no formal menopause policy. |
| "Menopause is never a disability." | It can be if symptoms have a substantial, long-term effect. HRT is ignored when deciding (Rooney, EAT 2021). |
| "Officers are not employees, so the Equality Act does not apply." | Section 42 treats constables as employed by the chief officer. |
| "Menopause absence must be discounted from triggers by law." | There is no automatic rule. National guidance says record it as one ongoing issue, and some leeway may be a reasonable adjustment. |
| "You need a manager's referral to see occupational health." | National guidance recommends self-referral; check your force. |
| "The HRT certificate covers all hormone treatments." | Only listed HRT medicines licensed for menopause. Testosterone is not on the list. |
| "Menopause action plans are already compulsory." | The power exists, but regulations had not been made when we checked. |
Where to get support
- Oscar Kilo women's health toolkit: the national guidance and supervisor's guide.
- Police Federation branch for officers, and UNISON for police staff. See police staff unions.
- Your force's menopause champions, support groups or women's network, where they exist.
- Your GP for symptoms and treatment.
- Police Care UK and Samaritans if you are struggling (details below). We have no partnership with any of these organisations.
Scotland and Northern Ireland
- Scotland: the Equality Act 2010 applies. Police Scotland said in February 2024 that it had no formal menopause policy, with relevant content in its attendance management procedure and a menopause toolkit. Prescriptions are free. The Davies case above was decided in Scotland.
- Northern Ireland: the Equality Act 2010 does not extend there (section 217); Northern Ireland has its own anti-discrimination law. Prescriptions are free. We could not read PSNI's position.
What we could not verify
- West Yorkshire and Nottinghamshire menopause policies. Both returned access errors, with no archived copy.
- PSNI's position. Its FOI log page returned an access error.
- Police Scotland's attendance SOP section 3.7 and toolkit. Not published; not read.
- Thames Valley's policy. We relied on force news and press reports, not a policy document.
- Other tribunal cases often quoted in commentary (for example Merchant v BT). We did not read the judgments, so we do not cite them.
- Whether Welsh forces fall within the action plan rules. GOV.UK says different rules apply in Wales; not checked.
- A statutory right to flexible working for officers. Officers are office holders; we did not confirm how the statutory scheme applies, so we refer to force policy.
- Northern Ireland discrimination law detail. Not checked.
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Frequently Asked Questions
Is there national menopause guidance for the police?
Yes. National guidance on managing menopause transition in the police service was published in September 2019 by the NPCC Menopause Action Group and the Police Federation, with the College of Policing and UNISON. The College published a revised version, developed with the NPCC, the Federation, UNISON police staff and the Menopause Action Group, in October 2021. It is guidance, not law.
Does every police force have a menopause policy?
No. Some forces, such as Surrey and Sussex and Humberside, publish a dedicated menopause policy. The Metropolitan Police told a Freedom of Information requester in February 2024 that it did not have a menopause policy and used intranet medical guidance instead, and Police Scotland said it had no formal menopause policy, with relevant content in its attendance management procedure.
What reasonable adjustments can police officers get for menopause?
Examples from national guidance and force policies include lighter or cotton uniform, flexibility on wearing uniform or body armour where safe, desk fans, easy access to toilets, extra comfort breaks when wearing body armour, flexible working and shift changes, a risk assessment, and recording menopause absence as one ongoing health issue rather than separate short-term absences.
Is menopause a disability under the Equality Act?
It can be. Menopause is not automatically a disability, but symptoms that have a substantial and long-term adverse effect on normal day-to-day activities can meet the section 6 test. The effect of treatment, such as HRT, is ignored. In Rooney v Leicester City Council (2021) the Employment Appeal Tribunal held that a tribunal was wrong to find a claimant with menopause symptoms was not disabled.
Are police officers protected from menopause discrimination?
Yes. Section 42 of the Equality Act 2010 treats holding the office of constable as employment by the chief officer, so officers are protected from sex, age and disability discrimination, harassment and victimisation at work, and the duty to make reasonable adjustments applies where symptoms amount to a disability.
Should menopause sickness absence count towards attendance triggers?
The national guidance says to record menopause-related absences as an ongoing health issue rather than a series of short-term absences, and Surrey and Sussex's policy says managers should consider doing so. Humberside's policy notes there is no Equality Act requirement to discount disability-related absence once adjustments are in place, but that some leeway may be reasonable. Ask how your force applies its triggers.
Can I wear different uniform or remove body armour because of menopause?
Possibly, depending on your role and force policy. National guidance asks whether uniform and PPE meet your needs and whether alternatives such as cotton clothing are available. Humberside's policy lists flexibility on uniform and body armour and removing uniform when safe. Oscar Kilo's supervisor guide suggests extra comfort breaks when wearing body armour for long periods.
Can I refer myself to occupational health for menopause?
The 2021 national guidance recommends that women can approach occupational health without a management referral, and Humberside's policy lists self-referral. Whether your force allows it depends on its occupational health arrangements, so check your intranet or ask HR.
How much is the HRT prescription prepayment certificate?
In England the HRT prescription prepayment certificate costs £19.80 and covers an unlimited number of listed HRT medicines for 12 months (unchanged for 2026/27). It only covers HRT medicines licensed to treat menopause in the UK; testosterone is not on the list. Prescriptions are free in Wales, Scotland and Northern Ireland.
Will police forces have to publish menopause action plans?
Possibly from 2027. The Employment Rights Act 2025 gives the government power to require employers with 250 or more employees, including chief constables, to publish equality action plans covering menopause. The power is in force, but regulations had not been made when we checked. Government guidance says plans are voluntary for now and will become mandatory from spring 2027, subject to legislation.
Can menopause symptoms lead to performance procedures?
They should not without adjustments being considered first. The Police Federation said in August 2026 that some officers were still being placed on unsatisfactory performance procedures over menopause-related difficulties. Unfavourable treatment because of something arising from a disability is unlawful unless it is a proportionate means of achieving a legitimate aim. Tell your rep early.
Who can I talk to about menopause at work in the police?
Your line manager, occupational health, your force's menopause champions or support group where there is one, your Police Federation or UNISON representative, and your GP. Oscar Kilo hosts the national guidance and a supervisor's guide. Wellbeing services and Samaritans (116 123) are there if things feel overwhelming.
Sources and how we checked them
Every factual claim on this page was written from the sources below, read on 14 October 2026. Rules and figures change, so check the source for the date you are reading this. Where we could not confirm something from an official or independent source, the page says so rather than guessing. Spotted something out of date? See our corrections policy.
- NPCC Menopause Action Group and PFEW: Management of Menopause Transition in the Police Service (September 2019, PDF) : the first national guidance; review date January 2021; UNISON and College contributors acknowledged (accessed 14 October 2026)
- Police Federation: Menopause guidelines, one year on (20 October 2020) : joint initiative of PFEW, NPCC, College of Policing and UNISON (accessed 14 October 2026)
- College of Policing: Managing menopause in the workplace, new guidance published (18 October 2021) : developed with the NPCC, Police Federation, UNISON police staff and the Menopause Action Group; who it covers (accessed 14 October 2026)
- College of Policing: Management of menopause transition in the police service (2021, PDF) : self-referral to OH; recording absence as an ongoing health issue; risk assessment and Appendix B checklist; uniform and PPE; JRFT adjustments; HRT disregarded for disability; force policy content (accessed 14 October 2026)
- Oscar Kilo: Menopause (women's health toolkit) and A supervisor's guide to the menopause : national guidance, NPCC line management guidance, Menopause Action Group; uniform flexibility, comfort breaks in body armour, menopause champions (accessed 14 October 2026)
- Surrey Police and Sussex Police: Menopause Policy (1237/2024, PDF) : absence as an ongoing health condition (7.1); workplace adjustment passport (5.4); flexible working from day 1 (6.2); support group; lighter uniform and fans (8.3) (accessed 14 October 2026)
- Humberside Police: Our menopause policy (read via the web archive copy of 7 October 2025) : risk assessment with consent, 12-monthly review; uniform and body armour flexibility; own clothing; fans; absence 7.1 and 7.2; champions; OH self-referral (accessed 14 October 2026)
- Derbyshire PCC: FOI 22/2023 response, enclosing Derbyshire Constabulary menopause guidance (last updated 9 August 2023) : risk-assess needs; flexible working requests; uniform wording (accessed 14 October 2026)
- Metropolitan Police: FOI 01.FOI.24.034848, menopause policy (February 2024 disclosure log) : no menopause policy; intranet medical guidance for staff and managers (accessed 14 October 2026)
- Police Scotland: FOI 24-0017 response (5 February 2024) : no formal menopause policy; attendance management SOP section 3.7 and a menopause toolkit (accessed 14 October 2026)
- Thames Valley Police careers: first force recognised as Menopause Friendly (14 September 2022) : accreditation and a buddy network of about 50 officers and staff (force's own news, not a policy) (accessed 14 October 2026)
- Equality Act 2010, sections 4, 6, 15, 20, 42 and 217, Schedule 1 paragraphs 2 and 5 (legislation.gov.uk, revised text) : protected characteristics; disability; discrimination arising; adjustments; constables; extent (not Northern Ireland) (accessed 14 October 2026)
- EHRC: Menopause in the workplace, guidance for employers (22 February 2024, updated 25 August 2025) : symptoms could be a disability; protection on grounds of age and sex. Cites no tribunal cases. Read via web archive copy (11 January 2026) as the live site blocked our reader (accessed 14 October 2026)
- Rooney v Leicester City Council, EAT (EA-2020-000070-DA and EA-2021-000256-DA), judgment 7 October 2021 : tribunal erred in holding the claimant was not disabled; remitted (accessed 14 October 2026)
- Davies v Scottish Courts and Tribunals Service, Employment Tribunal (Scotland) S/4104575/2017 (2018) : dismissal was discrimination arising from disability (s.15); reinstatement; disability conceded; first instance (accessed 14 October 2026)
- Employment Rights Act 2025, section 33 (equality action plans) and Equality Act 2010 Schedule 19 Part 1 : power to require plans covering menopause; 250 employee threshold; commenced 6 April 2026; chief constables listed in Schedule 19 Part 1 (accessed 14 October 2026)
- GOV.UK: Creating an action plan, guidance for employers (updated 13 May 2026) : voluntary now; mandatory from spring 2027 subject to legislation; at least one menopause action (accessed 14 October 2026)
- Police Federation: Action on menopause (25 August 2026) : postcode lottery; guidance to be refreshed; officers placed on UPP over menopause difficulties (accessed 14 October 2026)
- Police Federation: Change needed when it comes to menopause in policing (11 April 2019) : 2018 survey of 6,315: problematic symptoms, unrecorded absence, presenteeism, manager training (accessed 14 October 2026)
- Police Federation: Menopause survey 2023 (Everyone Pause) : 83% problematic symptoms; 1 in 3 considered leaving; 19% absence recorded accurately; 70% went to work when they should have been off; manager training and policy awareness (accessed 14 October 2026)
- Police Federation (Wiltshire): PFEW presses for improved uniform and new-age body armour (22 October 2024) : 38% said uniform design made coping moderately or extremely difficult; third-generation body armour; cooling vests (accessed 14 October 2026)
- GOV.UK: New scheme for cheaper hormone replacement therapy launches (1 April 2023) : England only, 12 months (accessed 14 October 2026)
- NHSBSA: HRT prescription prepayment certificate, and medicines covered (list correct as of 1 July 2026) : £19.80; unlimited listed HRT items for 12 months; only HRT licensed for menopause (accessed 14 October 2026)
- Community Pharmacy England: prescription charges poster 2026/27 : HRT PPC unchanged at £19.80 from 1 April 2026; £9.90 per item; standard 12-month PPC £114.50 (accessed 14 October 2026)
- NICE NG23: Menopause, identification and management (last updated 15 April 2026) : clinical guideline for identifying and managing menopause (accessed 14 October 2026)
On this topic elsewhere
More in this guide series
Related pay, pension and protection
Disclaimer
PolicePay.co.uk is an independent reference site. It is not a health, counselling or legal service, and this page is general information, not medical, psychological or legal advice. It cannot consider your personal circumstances. If you are struggling, speak to your GP, a qualified professional or one of the services listed on this page. If you or someone else is in immediate danger, call 999. Details apply to England and Wales unless stated. Details are as checked on 14 October 2026.