Menopause training overview

Menopause training

Training for managers and leaders

Practical training that helps managers and leaders support colleagues through menopause, respond fairly and make sure your menopause policy is reflected in everyday practice.

The aim is action as well as awareness: helping people know what to say, what support is available and how to follow through on what has been agreed.

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Workshops

Each workshop can run on its own or as part of a wider programme.

Leading through menopause

This workshop helps managers understand menopause and feel more confident supporting someone in their team.

Who is it for?

Line managers and team leaders, who are often the first person a colleague talks to.

What will we cover?

  • What perimenopause, menopause and postmenopause are, and why experiences differ so much
  • Symptoms that may be less obvious and how they can affect someone at work
  • Opening a supportive conversation and what to say (and avoid)
  • Changes that can help in different roles, including reasonable adjustments
  • Talking fairly and sensitively about absence and performance
  • Putting your policy into practice and following through on agreed support

What will people take away?

  • Understand how menopause can affect someone at work
  • Feel more confident starting a supportive conversation and discussing possible workplace changes
  • Know how to agree next steps, respect privacy and follow up

Confident conversations

A hands-on session built around realistic scenarios from your own workplace, so managers can practise what they would actually say.

Who is it for?

Line managers and team leaders who want practical, scenario-based practice.

What will we cover?

  • Starting the conversation, or responding when someone comes to you
  • Listening well and asking what would help
  • Discussing possible changes, including reasonable adjustments
  • Following up and reviewing support over time

What will people take away?

  • Practise starting or responding to a conversation about menopause
  • Listen without making assumptions and discuss what support may help
  • Agree clear next steps and a follow-up conversation

Senior leadership briefing

A session for senior leaders on how their decisions and behaviour shape the support staff receive, and how to make sure workplace policies are reflected in everyday practice.

Who is it for?

Senior leaders, directors and board members.

What will we cover?

  • The impact of menopause on retention, wellbeing and performance
  • What staff experience when they ask for support
  • The role leaders play in setting an example
  • Supporting managers to put your policy into practice

What will people take away?

  • Recognise gaps between written policies and staff experience
  • Understand how leadership decisions and behaviour influence workplace support
  • Identify practical actions to support managers and follow through on commitments

The legal context

Employer responsibilities

Unfair treatment linked to menopause can amount to discrimination under the Equality Act 2010. Where symptoms meet the legal definition of disability, employers have a duty to make reasonable adjustments. Employers must also assess and manage workplace health and safety risks. Training helps managers understand their role and respond supportively.

Menopause action plans

Eligible employers with 250 or more employees can currently publish voluntary action plans covering gender pay gaps and menopause support. The government plans to make these mandatory from spring 2027, subject to secondary legislation. Manager training can form part of an organisation’s approach to supporting employees through menopause.

Training provides general education, not legal or medical advice, and works alongside your organisation’s policies and HR guidance. Legal references relate to Great Britain; Northern Ireland has a separate framework. Information checked October 2026.

Adapted to your organisation

Each programme starts with understanding your workforce and the roles people do. We also discuss how comfortable staff feel asking for support and any difficulties managers face in putting your policy into practice.

That might mean frontline, shift-based or lone working, client-facing roles, uniforms, travel between sites, or teams spread across the country. The examples, scenarios and adjustments we cover reflect the reality of your workplace.

Planning your training

Training is shaped around your audience, priorities and preferred format, from lunch and learns to interactive workshops and programmes. Lunch and learns usually last 45–60 minutes; other session lengths are agreed individually.

  1. An initial conversation

    An opportunity to discuss your audience, the topics you would like covered and what you want participants to gain.

  2. Agreeing the details

    A proposal sets out the content, format, timings and group size, together with any resources included.

  3. Your training

    Sessions take place online or in person, depending on location, with relevant examples and opportunities for questions and discussion.

  4. Afterwards

    Any resources included in the proposal are shared after the training. Participant feedback helps evaluate the session and identify areas for further learning.

After the training

A follow-up question and answer session

An optional follow-up session for managers to talk through real situations once they have started putting the training into practice.

My free guide to getting menopause support from your GP can also be shared with participants.

View the free guide

See previous talks and workshops

Arrange a session

Get in touch and tell me a little about your organisation and what you have in mind. We can then talk through the options.

Get in touch
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