Managing Menopause at Work
The workplace context for menopause support is changing. From April 2027, employers with 250 or more employees will be required to publish Equality Action Plans setting out the steps they are taking to address their gender pay gap and support employees experiencing menopause. Training managers is one of the Government’s recommended actions.
Alongside this, the new international standard ISO 45010:2026 provides guidance for organisations on supporting menstruation and menopause at work, including manager awareness and training.
Together, these developments reinforce the importance of equipping managers with the knowledge, confidence and practical skills to support employees experiencing menopause at work.
Overview
This practical and interactive training gives managers the knowledge, confidence and tools to support employees experiencing menopause at work.
Managers do not need to be menopause experts or provide medical advice. Their role is to be informed and approachable, create a safe conversation, understand how an individual may be affected at work and work collaboratively to identify appropriate support.
Participants will develop a foundational understanding of menopause and its potential workplace impact, build the skills to have sensitive and supportive conversations, and explore practical ways to remove workplace barriers and identify appropriate support.
The training is built around ACTS, a simple four-stage management framework: Approach with empathy, Clarify the impact, Tailor the support and Stay connected. Discussion, case studies and practical exercises give managers the opportunity to apply the framework and practise key skills.
Format
3-hour live training - delivered virtually on in person.
Suitable for line managers, team leaders and people managers. The training can be adapted to reflect your organisation, industry, policies and existing support.
1. Understanding Menopause
The stages of menopause: perimenopause, menopause and postmenopause
Early and medically induced menopause
Common physical, psychological and cognitive symptoms
Cultural considerations and intersectionality
Neurodiversity and menopause
Understanding why every menopause experience is different
2. Recognising the Workplace Impact
How menopause may affect physical health, wellbeing, confidence and work
Potential impacts on attendance, concentration, communication and performance
Distinguishing observations from assumptions
Recognising when an employee may benefit from a supportive conversation
3. Stigma & Psychological Safety
Understanding why employees may be reluctant to disclose
The influence of stigma, ageism and workplace culture
Respecting different personal and cultural experiences
Creating an inclusive environment where conversations feel safe
4. Approaching Conversations with Empathy
Preparing for a sensitive conversation
Choosing an appropriate time and setting
Using open and respectful questions
Listening without judgement, diagnosis or immediately trying to solve the problem
Maintaining appropriate boundaries and confidentiality
5. Collaborating on Workplace Support
Understanding the current legal context and Equality Action Plan requirements
Understanding workplace barriers experienced by the individual
Exploring practical and proportionate workplace adjustments
Considering working patterns, workload, environment and communication
Signposting to HR, Occupational Health, EAP and other appropriate services
Understanding the boundaries of the manager’s role
6. Reviewing & Sustaining Support
Agreeing clear actions and responsibilities
Recording arrangements appropriately
Setting meaningful review dates
Checking whether support is helping
Adapting arrangements as needs or circumstances change
Outcomes
By the end of the training, participants will be able to:
Explain the key stages and different experiences of menopause
Recognise how menopause may affect someone at work
Notice changes without making assumptions or attempting to diagnose
Prepare for and initiate psychologically safe conversations
Use active listening skills with empathy, sensitivity and appropriate boundaries
Work collaboratively with employees to explore practical workplace support
Understand relevant legal considerations and the Equality Action Plan context
Identify when to involve HR, Occupational Health or other services
Record, monitor and review agreed support appropriately
Contribute to a more inclusive and menopause-supportive workplace culture
Get in touch
To discuss delivering Menopause Training for Managers within your organisation, please get in touch.