How Managers Can Start A Menopause Conversation in the Workplace

We’re finally seeing more awareness around the reality that perimenopausal and menopausal women make up the largest group in today’s workforce. But despite this, it’s still startling to learn that nearly 80% of women in this group don’t feel safe speaking about their symptoms at work. And yet, close to half report that menopause-related symptoms disrupt their daily lives.

Understandably, some women may feel uncomfortable or even embarrassed talking about what they’re experiencing. Often, it’s not silence they need from their managers but curiosity, empathy and a willingness to listen. When we talk openly about menopause, we strip away the stigma and treat it for what it is: a completely natural phase of life that deserves understanding, not shame.

A vital part of that change we need is equipping managers with the skills and confidence to have supportive conversations that create a culture where women feel safe talking about menopause, and everyone benefits.

6 Ways Managers Can Begin Supportive Conversations:

1. Start with Education

Begin by learning about menopause and perimenopause. What the common symptoms are, both physical and emotional, and how they can impact work. This knowledge creates a foundation of empathy and helps you respond appropriately when someone opens up.

2. Pick the Right Time and Place

Ensure the conversation happens in a private, comfortable space where the employee feels safe. Think ahead about what you want to say and allow space for them to share their perspective without pressure.

3. Be Present, Ask Thoughtful Questions 

Listen actively and without judgment. Menopause is a deeply individual experience, and no two people will navigate it the same way. Avoid assumptions. 

Instead, try asking:

• How can I best support you right now?

• Are your symptoms affecting your ability to manage your workload?

• Are there any work-related factors that seem to make your symptoms worse?

• Is there anything we could change that might help ease things for you?

4. Offer Tailored Support 

Support looks different for everyone. For some, it may mean flexible hours, extra breaks, or access to a fan or quiet space. It’s important to adapt your approach to meet individual needs. Also, remember that menopause affects transgender and non-binary people too, and inclusive support is essential.

5. Check In Regularly 

Follow up. Symptoms can fluctuate over time, and ongoing check-ins show care and commitment. A one-off conversation is a good start, but building a supportive relationship takes consistency.

6. Respect Confidentiality 

If someone confides in you, that information should be handled with care. Don’t share anything unless you’ve discussed what can be shared, who it will be shared with, and how. Consent should always be explicit.

Sometimes, small workplace adjustments can lead to big improvements in someone’s ability to manage menopause while remaining engaged and productive. When we prioritise listening and tailored support, we create workplaces where women can continue to grow and thrive.

If you're looking for practical ways to support menopause at work, I’d love to help. Book a free consultation call with me and let’s explore what’s possible for your organisation. To book your free session, Click Here. Explore our training by visiting www.menospace.co.uk or emailing us at hello@menospace.co.uk.

References

1. Fawcett Society (2022). Menopause and the Workplace: How to enable fulfilling working lives. Retrieved from https://www.fawcettsociety.org.uk/menopause-in-the-workplace

2. Health & Her (2021). Menopause Survey Results. Retrieved from https://healthandher.com

3. British Menopause Society. Menopause and the Workplace Factsheet. Retrieved from https://thebms.org.uk

4. House of Commons Women and Equalities Committee (2022). Menopause and the workplace. Retrieved from https://committees.parliament.uk/publications/23292/documents/171994/default/