4 Minute Read

Author: Megan Hayward, The Menopause Concierge®

Supporting menopause isn’t about having all the answers. It’s about understanding, listening and knowing how to help.

Menopause is a natural biological transition, not an illness. Perimenopause, the years leading up to menopause, can begin earlier than many people realise.

Changes in hormones, including estrogen and progesterone, can affect multiple systems in the body. Some women experience few symptoms, while others experience significant physical, cognitive and emotional changes.

Symptoms may include disrupted sleep, fatigue, anxiety, brain fog, hot flushes, migraines, joint pain, heavy periods and changes in confidence or concentration.

There isn’t one menopause experience, and we shouldn’t assume every midlife woman is experiencing menopause or struggling at work.

But when symptoms do affect someone, understanding and practical workplace support can make an enormous difference.

And men have an important role to play.

MOVEMENT | Shift Your Awareness

Start by educating yourself, not making assumptions.

• Learn the difference between perimenopause, menopause and post menopause.
• Understand that symptoms can fluctuate, be invisible and affect people differently.
• Recognise that workplace conditions, including heat, inflexible hours, poor sleep, physical demands and limited bathroom access, may make symptoms harder to manage.
• Consider the whole person, not simply their performance or productivity.
• Help normalise menopause education without singling anyone out.

Remember, you don’t need to know whether a colleague is menopausal to offer support.

Try saying:

“I’ve been learning more about menopause and how workplaces can better support people. If there’s ever anything making work more difficult, I’m happy to discuss what might help.”

Or simply:

“How are things going? Is there anything at work that we could be doing differently to support you?”

MINDSET | Change How You Think and Talk About It

Be curious, compassionate and respectful. Not judgemental.

Menopause is not a punchline, a weakness or an indication that someone is less capable.

• Don’t attribute someone’s emotions, behaviour or performance to hormones.
• Avoid jokes, stereotypes or comments about age.
• Listen without interrupting, minimising or immediately trying to fix the problem.
• Respect privacy. Nobody should feel pressured to disclose their menopause experience or medical information.
• Don’t assume that every woman wants to discuss menopause at work.
• Challenge inappropriate comments and help create a culture where people feel psychologically safe.

Your role isn’t to diagnose menopause, recommend treatment or solve someone’s health concerns. It’s to understand what support they might need.

Try saying:

“Thank you for trusting me with that. What would help you feel more supported right now?”

“You don’t need to share anything you’re uncomfortable with. We can focus on what’s happening at work and what might make things easier.”

MODIFY | Make Practical Adjustments That Matter

Small changes can remove significant barriers.

Practical support should be individual, appropriate to the role and developed with the person experiencing the difficulty.

Consider:

• Flexibility: adjusted start times, working from home where practical, shift changes or time for medical appointments.
• Physical comfort: ventilation, cooling, water, comfortable uniforms and accessible bathrooms.
• Fatigue and concentration: quieter spaces, regular breaks, temporary task changes or adjustments to demanding schedules.
• Physical safety: reviewing manual handling, heat exposure, PPE, fatigue and other workplace risks.
• Communication: regular check-ins, clear expectations and a confidential way to request support.

Think: SYMPTOM → BARRIER → REQUEST

You don’t necessarily need to know the symptom.

Focus on understanding what part of the work is creating a barrier and what practical change might help remove it.

Try saying:

“Is there something about the way we’re working that’s making things harder than they need to be?”

“Would any practical adjustments make a difference? We can look at some options together.”

REASSURE, RESPECT AND FOLLOW THROUGH

Support doesn’t end when the conversation finishes.

If someone has trusted you enough to speak openly:

• Thank them for sharing.
• Respect their confidentiality and explain any necessary information-sharing.
• Discuss and agree on practical next steps.
• Follow through on commitments and check whether adjustments are helping.
• Involve HR, WHS or occupational health support where appropriate.
• Continue recognising their skills, contribution and career potential.

Try saying:

“You’re a valued member of this team. I want to make sure we have an environment where you can continue to feel supported, contribute and thrive. Let’s agree on what might help and check in again to see how it’s working.”

MENOPAUSE SUPPORT IS EVERYONE’S BUSINESS

For colleagues: Be respectful, challenge stigma, listen and support without making assumptions.

For managers: Create safe conversations, understand your responsibilities, explore practical adjustments and follow through.

For organisations: Build awareness, review workplace risks and practices, educate leaders and make support accessible.

You don’t have to experience menopause to understand that it matters.

And you don’t need to have all the answers to make a meaningful difference.

Movement. Mindset. Modify. ®

Creating biology-informed workplaces where people can participate, perform and thrive.

Mimi Moon Meno | The Menopause Concierge®