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Work toolkit · Part 5
Discrimination evidence log
Who this is for: An employee who suspects menopause-, sex- or age-related discrimination and wants a clean contemporaneous record.
How to use it: Log each incident the day it happens or the day after. Keep one copy at home, not on a work device. Take a 30-minute consult with an employment lawyer early, not late.
Before you start logging
- Keep this log on a personal device or printed at home — never on a work laptop, work email, or work cloud storage you don't fully control.
- Use full names and job titles. Quote exact words where you can. "She said something about hormones" is much weaker than "[NAME] said: 'is this one of those hormonal weeks again?' in front of [WITNESS], on [DATE]."
- If you've already raised the issue with HR or a manager, log the date you raised it and what response you got.
- This is not legal advice. An employment solicitor (UK) or labour and employment attorney (US) is often free for a first 30-minute consult and worth it early.
About me
Name: ________________________
Employer: ________________________
Role / team: ________________________
Start date in role: ________________________
Manager: ________________________
Date I first disclosed menopause at work (if I have): ________________________
Incident log
Copy this block for each incident. Aim for one A4 / Letter page per incident if it's significant.
Incident #____
Date: ________________________ Time: ________________________
Where it happened: ________________________________________________
Who was involved (full names + roles):
________________________________________________________________
Witnesses (full names + roles):
________________________________________________________________
What happened (factual, chronological):
________________________________________________________________
________________________________________________________________
________________________________________________________________
Exact words used (in quotation marks):
"________________________________________________________________"
Why I believe this is linked to menopause / sex / age:
________________________________________________________________
________________________________________________________________
What I did next (e.g. said nothing, replied, emailed, reported):
________________________________________________________________
Documents / emails / messages saved:
________________________________________________________________
Effect on me / my work:
________________________________________________________________
Pattern summary (revisit monthly)
- Is the same person / team involved repeatedly?
- Did anything change right after I disclosed menopause / asked for adjustments?
- Have I been removed from meetings, accounts, projects I was previously on?
- Is my appraisal trajectory inconsistent with the last [12–24] months?
- Has anyone else in a similar position been treated similarly?
Where to go next
- UK: ACAS for free guidance (acas.org.uk), Citizens Advice for a route to tribunal, a free 30-minute consult with an employment solicitor. UK case law has now established that menopause symptoms can amount to a disability under the Equality Act 2010 where they are long-term and substantial.
- US: EEOC for a charge of discrimination, state-level labour department where relevant, a 30-minute consult with a labour and employment attorney. ADA and FMLA may apply; check your state for any menopause-specific workplace legislation.
- Either jurisdiction: union or staff representative if you have one. Keep them informed early.
This template is general guidance, not legal advice for your specific situation.