Let’s talk about menopause: A conversation guide for managers

1. How to start — and normalise — conversations about menopause among your team

Your conversation goals

As a manager, you know that normalising conversations about menopause and connecting this topic to broader discussions on employee wellbeing starts with you. You want to communicate to your team that you are supportive of employees experiencing menopause. Even if you’re not an expert, you can still create an open and respectful space where employees can talk about their experiences and ask for support if they need it.

Ground yourself

• Be non-judgemental: Everyone’s experience with menopause is different. Approach menopause conversations with curiosity and openness.
• Respect privacy: Not everyone will want to talk about their personal experience. Discretion and active listening are applicable leadership skills here. Keep in mind that cultural backgrounds, health conditions, and personal beliefs may shape how people talk about menopause — or whether they feel safe talking about it at all.
• Use inclusive language: Refer to menopause without assuming gender- or age-specific experiences. It’s important to note that menopause can impact anyone with ovaries at a wide range of ages, and that people whose loved ones are experiencing menopause may also be affected.

Try these conversation starters

"I know menopause can be a sensitive topic to discuss, but I want to be supportive and create a comfortable space for everyone. I’ve been learning more about the impact it can have on employees at work. If anyone is willing to share, I’d love to learn more about what people are going through and what we could be doing to help."

• Tip: Engage all employees in the conversation, not just women. Knowledge sharing whether from personal experience or supporting a family member or friend is informative and encourages learning as a team.

“It’s surprising how little we talk about menopause, even though it affects so many people. I want our team to feel comfortable discussing this topic. If anyone has any suggestions or feedback, I’d love to hear them.”

• Tip: Consider setting up an anonymous feedback system so all team members feel safe to share.

“Menopause is about health and wellbeing, just like mental health and pregnancy. It’s not just about age — it’s about making sure everyone has what they need to do their best work.”

• Tip: Acknowledge menopause as a workplace wellbeing issue without making assumptions about age or gender, reinforcing that support is about inclusion.

“It’s important that we acknowledge that menopause can affect anyone with ovaries and can take place at a wide range of ages, depending on the person. I want employees on our team to feel supported throughout their career.”

• Tip: Where appropriate, sharing a personal story or example can break stigma, build trust, and encourage open conversations.

2. How to offer support to a colleague while respecting boundaries

Your conversation goals

An employee may mention that they are having difficulty at work because of menopause symptoms, or you may not know if anyone on your team is experiencing it. Either way, you want to create a supportive environment for anyone who might be experiencing it now or will in the future. You want to approach team members with care and concern and encourage open dialogue.

Ground yourself

• Don’t make assumptions: It’s crucial to offer support without assuming what someone is experiencing or needs. Menopause affects everyone differently — some people may have severe symptoms; others may only have mild ones.
• Look for creative solutions: Different people will benefit from different types of support. Be open to offering or helping to advocate for a range of solutions such as flexible working hours, cooling rooms, and medical counsel.
• Create space for conversation: Let employees know that it’s okay to have an ongoing conversation about support if they need it.

Try these conversation starters

“Is there anything I can do to support you at work? I heard you mention that symptoms associated with menopause have made aspects of your work difficult. I want to be supportive if you’re facing challenges.”

• Tip: Start the conversation by asking what support looks like for them, if they're comfortable sharing.

“We all need to focus on our wellbeing and if there’s anything that’s taking a toll and impacting your work, I want to be able to support you.”

• Tip: Make on-the-ground flexibility a standard part of team wellbeing by offering small adjustments — water in meetings, quiet focus time, or flexible start times, where appropriate and accessible — that support everyone, not just those experiencing menopause. Framing these as team-wide practices helps normalise support and create an inclusive work environment.

"I completely understand if people aren’t comfortable talking about their experiences with menopause. Just know I’m here to support you if you ever feel like discussing it."

• Tip: Keep the door open for future dialogue.

If applicable, “Our organisation has made employee wellbeing, including menopause, a priority. I want to be sure that everyone on the team knows what resources are available to them and what our policies are.”

• Tip: Respect employees’ privacy. They shouldn’t need to disclose personal or medical information in order to receive support. Make resources and support easily accessible for all by sharing on team portals, webpages, and as part of internal communications.

3. How to address menopause inclusion at your organisation and gain leadership buy-in

Your conversation goals

You’ve been staying on top of how inclusion work is evolving. You know that in order for your organisation to be recognised as a leader in this space, ensuring that your workplace is menopause-friendly is an imperative. After some digging into your workplace’s policies, you realise that there is more the organisation can be doing. As a result, you want to engage with other managers and senior leadership to make the case for more support for employees experiencing menopause.

Ground yourself

• Speak up: Advocate for a more supportive environment by raising awareness of menopause as a workplace issue, even if you're not directly affected.
• Study up: Investigate how other organisations are addressing menopause so you can be prepared when proposing actions to your senior leaders.
• Reach out: Engage employee resource group (ERG) leaders at your organisation to understand what support their members need and how existing policies can be improved.

Try these conversation starters

“Have we considered support for employees who are experiencing menopause? I’ve read that some leading companies offer workplace support like flexible hours and specific health resources. I think it’s something we should look into.”

• Tip: Share examples you’ve come across to kickstart the conversation.

“I’ve been learning more about how the effects of menopause impact employees at work — it’s something we should consider in our wellbeing initiatives.”

• Tip: Consider sharing data that demonstrate the impact of menopause on productivity, retention, and employee wellbeing.

“Half the population will experience menopause at some point — it’s not a niche issue. How can we ensure our benefits and policies include menopause support?”

• Tip: Make the case for a menopause-friendly workplace by sharing research on what type of menopause support employees around the world want.

“We already support expecting and new parents as well as employees with mental health needs — menopause is another wellbeing issue that deserves attention.”

• Tip: Reach out to ERG leaders and active members to better understand their perspectives on what could be improved.

Endnotes

1. Tomlinson, H. (2023). How does menopause affect women in the workplace and what can we do to support them? World Economic Forum.
2. Robotham, K. & Smith, E. (2024). Stop the stigma: Addressing menopause in the workplace. Catalyst.