October is Menopause Awareness Month, making it the perfect time to check how your organisation supports employees through this natural stage of life. Women aged between 50 and 64 are now the fastest growing workplace demographic, yet many still feel their needs are overlooked. Research shows that eight in ten menopausal women say their workplace lacks basic support, and almost half who experience difficult symptoms have left work by the age of 55. A simple, compassionate conversation can make all the difference.
Creating a safe space
Talking about the menopause at work is becoming more open, helped by awareness campaigns and high-profile advocates. Even so, some people still find it difficult to discuss. They might feel uncomfortable speaking with a younger or male manager, or worry about how their colleagues could react. Employers can ease this by normalising the discussion, showing empathy, and making clear that any conversation will be treated in confidence and focused on support rather than judgement.
Preparing for the chat
A menopause welfare meeting is an informal opportunity to understand how an employee is feeling and what adjustments might help. Managers should refresh any training they have had, review their organisation’s menopause policy, and familiarise themselves with the legal context to ensure the conversation is handled with care. Choose a private, quiet space and allow enough time so the employee feels unhurried. It can help to prepare a simple action plan template in advance to guide the discussion and record outcomes.
Listening with empathy
During the meeting, the most valuable skill a manager can show is active listening. Maintain eye contact, nod, and give the employee space to speak. Avoid comparing experiences or making assumptions. Instead of saying “You’ll be fine,” try “That sounds like a lot to deal with.” Ask gentle questions about how symptoms affect their work and what practical support would make a difference. This might include flexible working, adjustments to uniform, or better ventilation.
Following up
After the discussion, confirm what was agreed and keep in touch. The aim is to provide ongoing support, reviewing any changes and making further adjustments if needed. The menopause is not a one-time event, and regular check-ins show genuine care.
Making the conversation count
By holding open, respectful menopause chats, employers can retain valuable experience and strengthen workplace wellbeing. A supportive approach helps employees stay confident and productive while showing that your organisation values every stage of life.
You’ll find menopause guidance inside HR Chest, giving you everything you need to start these important conversations with confidence.