Would your managers know how to support someone experiencing menopause?

28.09.2026

Managers don't need to be menopause experts. They need to know how to respond.

A previously reliable employee begins arriving late after struggling with sleep. They are finding it harder to concentrate, occasionally forget details and seem less confident than usual.

Would their manager ask what might be affecting them, or move straight to a conversation about attendance or performance?

Menopause can affect people in very different ways. Some may experience little impact at work, while others may find symptoms such as poor sleep, brain fog, anxiety, hot flushes or fatigue make their working day much harder.

Managers don't need to diagnose what is happening. They do need to know how to start a sensitive conversation, consider appropriate support and respond fairly.

Start with a conversation, not a conclusion

If you notice a change in someone's attendance, performance or behaviour, don't jump to a conclusion about why.

A private and sensitive check-in gives the employee space to explain what is happening, if they want to. Open questions can help:

• Is anything affecting you at work at the moment?  
• Is there anything we could do to support you?  
• Would any temporary changes make work more manageable?  

Listen without judgement and let the employee guide how much they want to share. Some people will feel comfortable talking about menopause. Others may prefer to focus on the symptoms affecting their work.

Keep the conversation confidential and agree what, if anything, can be shared with other people.

Find support that works for the individual

There is no single adjustment that will work for everyone.

Start by understanding which symptoms are causing difficulty and how they interact with the person's job. Support may include:

• Flexibility around start and finish times  
• More regular breaks  
• Better access to drinking water, fresh air or ventilation  
• Temporary changes to duties, workload or deadlines  
• Adjustments to uniform or personal protective equipment where appropriate  
• An agreed approach to recording and managing menopause-related absence  
• Access to a quiet space when symptoms become difficult  

In manufacturing environments, employers may also need to consider shift patterns, production targets, temperature, welfare facilities and whether symptoms affect the safe use of equipment.

Not every proposed adjustment will be reasonable or practical for every role. The important thing is to discuss the options, record what has been agreed and review whether the support is working.

Pause before starting a formal process

Menopause symptoms can affect sleep, memory, concentration, confidence and emotional wellbeing. These effects may show up at work as lateness, absence, mistakes or an apparent change in performance.

Managers should not ignore genuine attendance, conduct or capability concerns. However, they should understand what may be contributing to them before deciding what action to take.

Before moving into a formal process, consider:

• Whether menopause symptoms may be a factor  
• What conversations have already taken place  
• Whether workplace support or adjustments have been considered  
• Whether further advice is needed from HR or occupational health  
• Whether any agreed support has been given enough time to work  

Responding in this way does not mean lowering standards. It helps managers make fair decisions based on the full circumstances.

Understand the legal risk

How a manager responds can affect whether someone feels comfortable asking for support and whether an issue can be resolved before it develops into a wider workplace problem.

There are also legal considerations. Menopause is not a protected characteristic under the Equality Act 2010. However, the way an employer handles menopause-related issues may lead to claims connected to sex, age or disability discrimination.

If someone's symptoms have a substantial and long-term negative effect on their ability to carry out normal daily activities, they may meet the legal definition of disability. In that situation, the employer has a duty to consider reasonable adjustments.

The Equality and Human Rights Commission's menopause guidance explains how existing legal protections may apply.

Legal claims are not the only consequence of poor handling. Dismissive comments, inappropriate jokes or sharing personal information can damage trust and create wider employee relations issues. Employers may also see increased absence, grievances, reduced morale or experienced employees deciding to leave.

Know when to ask for help

Managers should involve HR when:

• Symptoms are having a significant or lasting effect at work  
• Attendance, performance or conduct concerns have developed  
• The employee has asked for an adjustment  
• A manager is unsure what support would be appropriate  
• There may be a health and safety concern  
• The situation could involve a legal risk  

Occupational health may also help an employer understand how symptoms affect the employee's role and what adjustments could be considered.

Managers should point employees towards any available workplace support, such as an employee assistance programme, occupational health service, wellbeing resources or relevant policies. They should not offer medical advice or suggest a particular treatment.

Give managers the confidence to respond well

Awareness can help people recognise that menopause may affect someone at work. What happens next often depends on the confidence of the manager having the conversation.

Managers need to know what to say, what to avoid, what support they can consider and when they should ask HR or occupational health for help.

If you want to build that confidence across your organisation, our interactive Managing Menopause in the Workplace course gives managers, HR professionals and employees practical guidance they can use at work.

Participants will look at sensitive conversations, practical adjustments, relevant legal considerations and how to point colleagues towards further support.

The next virtual classroom session takes place on 12 November 2026, from 10am. The course can also be delivered privately for groups within your organisation at a date and time that suits you.

Additional resources

Information and support

For trusted information about menopause, symptoms, treatment and available support:

NHS: Menopause and perimenopause - information about symptoms, treatment and when to seek medical advice.  

Women’s Health Concern - independent guidance from the patient arm of the British Menopause Society.  

Menopause Matters - information about menopause symptoms, treatment options and related health concerns.  

The Menopause Charity - evidence-based information and support for people experiencing menopause.  

Daisy Network - specialist information and support for people affected by premature ovarian insufficiency and early menopause.  

Guidance for employers

CIPD: Menopause in the workplace - practical guidance to help employers support employees experiencing menopause.  

Henpicked: Menopause in the Workplace - workplace resources, training and guidance for employers and managers.  

Resources from our partner, Westfield Health

Westfield Health has produced free resources to help employers raise awareness and provide better menopause support at work:

Menopause awareness in the workplace webinar - expert discussion and practical advice on how menopause can affect employees and how employers can support them.  

Menopause in the workplace: guide for employers - a one-page guide covering policies, manager training, workplace adjustments and confidential support.  

Menopause myth-busting poster for employees - a downloadable poster that challenges common misconceptions and raises awareness across the workforce.