The Manager’s Guide to Supporting Menopause at Work
- Haley White
- 6 days ago
- 2 min read
Menopause is still a difficult subject in the workplace. For many managers, especially male and/or younger managers, it’s an uncomfortable conversation. They’re unsure what to say, what’s appropriate, or what support they can offer.
Without the right support:
Women leave their jobs
Tribunals are on the rise
Productivity and morale suffer
The good news is that menopause doesn’t need to be a minefield. With a bit of knowledge, sensitivity and the right support, managers can make a huge difference.
Understanding Menopause at Work
Every woman will go through menopause. Meaning, every woman will go through menopause at work.
Menopause is not a single event, it’s a transition that usually takes 4-8 years. There are three key stages:
Perimenopause: The lead-up to menopause with fluctuating hormones and irregular cycles.
Menopause: When a woman has gone 12 consecutive months without a period.
Post-Menopause: After menopause symptoms can ease but health risks like bone density loss can remain.
Common Workplace Symptoms:
Cognitive changes - brain fog, memory lapses, difficulty concentrating)
Anxiety, depression and mood swings
Hot flushes, night sweats and poor sleep
Fatigue and reduced confidence
Increased absenteeism or changes in performance
These are not signs of disengagement, they are signs that someone might need support.
How Managers Can Help:
✔️ Create a supportive environment: Make menopause an open conversation, not a taboo.
✔️ Offer flexible working: Adjust hours, allow breaks, or provide quiet spaces.
✔️ Review workplace policies: Consider simple adjustments like desk fans or temperature control.
✔️ Educate yourself and your team: Knowledge reduces stigma and builds confidence.
How to Have Sensitive Conversations:
Here’s a quick checklist for managers when talking to a team member about menopause:
Choose a private space with no interruptions.
Ask open, non-judgmental questions - start with “How”, “What”, “Why”, “When” or “Where”
Listen actively and patiently - don’t rush or fill silences.
Focus on the person, not the problem.
Show empathy and never make assumptions.
Make a plan of action
Check in with them
Remember: The easier you make it for someone to talk to you, the easier it will be to support them.
Why This Matters:
Menopausal women are the biggest demographic in the workforce.
1 in 10 women leave their jobs because of menopause.
Most managers still don’t know what’s legally required.
Let’s Make Menopause Support Standard
I’ve reduced the price of my 'CPD Accredited' Menopause Manager Training to make it as accessible as possible: £1,500 for up to 20 managers — available until 30th June (to use before 30th November).
This training gives managers the skills, confidence, and practical tools to support menopause at work, without fear of saying the wrong thing.
Learn more and book here: https://www.menospace.co.uk/manager-training
Let’s break the silence and build workplaces where everyone feels seen, supported and able to stay in work.
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