Menopause Tribunal Claims Triple: A Wake-Up Call for Employers
The latest employment tribunal statistics reveal a sharp rise in menopause-related claims - a figure that should prompt urgent reflection among employers.
According to data from January to March 2025, there were 204 tribunal claims citing menopause, a staggering 319% increase compared to just 64 in 2022. This jump reflects a broader trend in employment disputes, with disability discrimination claims rising by nearly 28% in the same period, with 2,231 cases recorded.
Menopause-related cases are increasingly being treated as disability discrimination under the Equality Act, particularly where symptoms have a substantial and long-term impact on an employee’s ability to carry out day-to-day activities.
“We’re seeing a growing awareness of how menopause can affect individuals in the workplace,” says Alasdair Hobbs, Managing Director of Human Results. “Employers must understand that this isn’t just a wellbeing issue, it’s a legal one too. Failing to take appropriate action or make reasonable adjustments could lead to costly tribunal claims.”
Other types of claims also rose in the first quarter of 2025, with redundancy pay disputes up 25% to 484, and working time directive claims rising to 1,232.
Tribunal System Under Pressure
The rise in claims is compounding an already stretched tribunal system. Government figures show 42,000 single claims were received in the 2024–2025 period, but with only 32,000 disposed of, the backlog continues to grow. As of the end of March 2025, there were 45,000 open single claims and 446,000 multiple claims still waiting to be processed.
“These figures highlight the growing pressure on the tribunal system,” adds Hobbs. “We’ve talked before about the implications of this backlog for employers.” Read our blog on the tribunal backlog here.
The rise in menopause and disability discrimination claims points to an urgent need for employers to review how inclusive and legally compliant their policies really are.
“Many employers still aren’t fully aware of their obligations when it comes to making reasonable adjustments,” says Hobbs. “This is particularly risky when dealing with conditions like menopause or neurodiversity, where the need for adjustments might not be immediately obvious.”
What Should Employers Do?
Understand your legal obligations under the Equality Act 2010, particularly around disability and sex discrimination.
Ensure line managers are trained to identify when reasonable adjustments might be needed.
Review your policies around health, wellbeing, and absence management - are they inclusive and supportive of women’s health issues?
Encourage open dialogue so employees feel safe discussing issues like menopause without fear of stigma or discrimination.
If your business needs help reviewing its policies or training managers on their legal responsibilities, Human Results can help. Get in touch to find out how we can support your team and mitigate legal risk.
Source: Personnel Today - "Menopause claims triple in two years, tribunal figures show"
