Starting Menopause Conversations at Work (Even When You’re Worried About Saying the Wrong Thing)

Let’s be honest - starting a conversation about menopause in the workplace can feel uncomfortable.

For many managers, particularly male managers, there’s a real and understandable fear of saying the wrong thing. You might worry that bringing it up could cause offence, or that you won’t know how to respond if a colleague opens up about their experience.

But here’s the good news: it’s not about getting it perfect - it’s about being compassionate.

And compassion doesn’t require a script. It just needs you to be open, respectful and willing to listen.

Why Menopause Conversations Matter at Work

Menopause and perimenopause can have a significant impact on someone’s experience at work - physically, mentally, and emotionally. Hot flushes, brain fog, anxiety, fatigue, loss of confidence... These are just some of the symptoms many women face, often silently, while trying to keep up with the same responsibilities and expectations.

And the silence can be just as damaging as the symptoms. When menopause isn’t talked about, employees can feel isolated, unsupported, and even judged - leading some to consider reducing hours, changing roles or leaving the workforce altogether.

Creating space for these conversations can make a huge difference. And you don’t have to be an expert to start.

Two Simple, Supportive Ways to Open the Conversation

Here are a couple of examples of how you can gently, respectfully begin a conversation with a colleague you think might need support:

“I just wanted to let you know that, if you need any adjustments or support around your wellbeing, I’m here to help. And if you’d ever like to talk or there’s anything I can do to support you, please let me know.”

“We want to make sure we’re offering the right support to colleagues going through different stages of life, including menopause. So if there’s anything that would make things easier for you, I’m happy to talk about it any time you’d like.”

Why do these approaches work?

• They open the door without putting pressure on the employee to talk.
• They offer support without assumption or judgement.
• They keep the tone positive, inclusive, and flexible.

And if you're concerned about using the word menopause in case it causes discomfort, you can absolutely remove it and keep the focus on general wellbeing. It’s more important that the employee feels supported than that the conversation uses the ‘right’ terminology.

What Employees Really Want

More than anything, employees want to feel heard, seen and supported. That means:

• Being offered reasonable adjustments (e.g., flexible hours, access to fans or quiet spaces)
• Knowing it’s safe to speak up about what they’re going through
• Feeling confident that their challenges will be met with empathy, not embarrassment or dismissal

How I Can Help Your Team

If you want to help your employees and managers approach these conversations with more confidence, I offer tailored training sessions to build awareness, increase understanding and strengthen communication around menopause at work.

I also support workplaces with training and guidance around other sensitive life events such as infertility, miscarriage and baby loss - ensuring your workplace culture is inclusive and compassionate for all.

Because when we get these conversations right, everyone benefits.

To find out more about how I can support your organisation, visit sarahbanks.coach or get in touch at [email protected].

You don’t have to have all the answers. You just have to be willing to start the conversation.