Thanks to a number of high profile celebrities speaking out about their personal experiences, there is an increased awareness within society and in the workplaces around the potential effects of menopause. Changes in mood and mental health (eg, anxiety, mood swings, low self-esteem), headaches, reduced concentration, brain fog, fatigue and insomnia are some of the symptoms that may affect workplace productivity, attendance and relationships. Previously, these issues were considered to be a personal matter but with the increased awareness of the effects menopause and andropause may have for employees in the workplace and supported by recent case law, it is now obvious that employers are navigating a legal landscape which includes potential claims of sex, age and disability discrimination (including the potential obligation to make reasonable adjustments). Employers failure to address menopause and andropause issues may result in litigation, reputational damage and a toxic workplace culture. But what proactive steps can employers take to mitigate the risks of claims and improve retention, engagement and wellbeing in the workplace?