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5 minute read
Imagine an employee is struggling with poor sleep, difficulty concentrating or sudden hot flushes at work. They want to speak to their manager but aren't sure how the conversation will go.
Will their manager understand? Will they know what support is available? And will the employee feel comfortable explaining what they're experiencing?
These are the kinds of everyday workplace situations that organisations need to think about when reviewing their approach to menopause support.
With new menopause action plan requirements expected from spring 2027, the subject is becoming an increasingly important consideration for HR, Learning & Development and senior leadership teams.
But while having the right policies in place matters, there's another important question: are your managers confident enough to put that support into practice?
What's changing in 2027?
The government is placing greater emphasis on how employers support women experiencing menopause as part of wider efforts to address workplace gender inequality.
Under the new requirements, employers with 250 or more employees will be required, subject to legislation, to publish an action plan from spring 2027. This will sit alongside their gender pay gap reporting.
Voluntary publication opened in April 2026, giving larger organisations an opportunity to start reviewing their approach before the requirements become mandatory.
The plans are intended to encourage employers to move beyond recognising workplace inequalities and identify practical steps they can take to address them.
For menopause support, this could mean reviewing workplace policies, improving access to occupational health services, considering practical adjustments and, importantly, providing training for managers.
The message is clear: organisations need to think about what meaningful support looks like in practice, not simply whether they have a menopause policy.
You can read more in the government's guidance on creating an action plan.
Why having a menopause policy isn't enough
Having a menopause policy is a good starting point. But what happens when an employee actually needs support?
A policy might explain what adjustments are available or who employees can contact. However, if a line manager doesn't feel comfortable discussing menopause, or doesn't understand how it can affect someone's working day, that support may not always reach the people who need it.
This is where manager training becomes particularly important.
Menopause is not something that affects everyone in the same way. Some people may experience relatively few symptoms, while others may find that symptoms such as fatigue, anxiety, disrupted sleep and difficulty concentrating have a noticeable impact on their work.
It can also be a difficult subject to raise. Employees may worry about being judged, misunderstood or treated differently by colleagues.
Research commissioned by the government has highlighted just how significant this issue can be. Around two-thirds of working women aged 40–60 surveyed said menopause symptoms had negatively affected their work. Yet only 8% knew of any manager training on women's health.
That gap is worth paying attention to.
Managers don't need to become menopause specialists, but they do need to know how to listen, respond sensitively and help employees access appropriate support.
What should managers learn from menopause awareness training?
Effective menopause awareness training should go beyond explaining the symptoms. It should help managers understand what support looks like in real workplace situations.
Here are four areas worth focusing on.
1. Feeling confident having difficult conversations
For some managers, simply knowing how to start a conversation about menopause can be a challenge.
They might worry about saying the wrong thing, making assumptions or asking questions that feel too personal. As a result, they may avoid the conversation altogether.
Training can help managers approach these discussions with greater confidence, listen without judgement and respond in a way that makes employees feel heard.
Sometimes, having the confidence to ask an employee what support they need is a very important first step.
See our course: Applying Emotional Intelligence Techniques
2. Understanding how menopause can affect working life
Menopause isn't always visible, and its impact can vary considerably from person to person.
An employee who is usually confident and organised might find themselves struggling with concentration. Someone else might be experiencing disrupted sleep, leaving them feeling exhausted during the working day.
Without an understanding of menopause, managers may misinterpret these changes or overlook the support an employee needs.
Building awareness helps managers recognise that people can have very different experiences and that a little understanding can make a considerable difference.
3. Knowing what practical support is available
Support doesn't always need to involve significant changes.
Depending on the individual's circumstances and role, relatively small adjustments can help make working life more manageable. These might include greater flexibility around breaks, access to cooler working environments, changes to uniforms or adjustments to working hours.
Managers should understand how to explore these options with employees and where to go for further advice.
This is particularly relevant across the public sector, where working environments can vary considerably. The needs of someone working in an office may be very different from those of an employee working in healthcare, education, policing or frontline services.
See our course: Developing a Positive Team Culture
4. Creating a workplace where people feel comfortable speaking up
Ultimately, menopause support should be part of a wider approach to employee wellbeing and inclusion.
Employees are more likely to ask for help when they feel their concerns will be taken seriously and they won't be treated differently as a result.
Managers have an important role to play in creating that environment through their everyday conversations, decisions and behaviours.
Training can help them understand the influence they have and how to make their teams more supportive places to work.
See our blog: 4 Ways to Support Women Going Through Menopause in the Workplace
Is your organisation ready for 2027?
With the new requirements approaching, now is a good opportunity for HR and L&D teams to take a closer look at their existing arrangements.
Rather than waiting until 2027, consider asking:
- Do our managers feel confident? Would they know how to respond if an employee approached them about menopause?
- Are our policies practical? Do employees and managers understand what support is available?
- Can employees access help easily? Are HR, occupational health and other support routes clearly communicated?
- Are we considering different working environments? Does our approach reflect the needs of employees across different roles and services?
- How will we know if we're making a difference? Are we gathering feedback and reviewing whether our support is working?
You don't necessarily need to overhaul everything at once. Identifying where managers need more support and building a plan to address those gaps is a useful place to start.
Give your managers the confidence to make a difference
Preparing for 2027 isn't simply about meeting a new reporting requirement. It's an opportunity to think about the experience of employees and whether managers have the skills to support them properly.
At ModernGov, our Supporting Staff Through the Menopause training helps organisations develop a better understanding of menopause and build a more supportive workplace.
Whether you're looking to improve awareness across your organisation or give managers the confidence to handle menopause-related conversations, we can tailor training around your team's needs and priorities.
Because having the right policy is important, but making sure people know how to put it into practice is what really counts.
Interested in menopause awareness training for your organisation?
Explore our Retention & Culture training or contact our team at inhouse@moderngov.com to discuss your requirements.
Frequently asked questions
What is menopause awareness training?
Menopause awareness training helps employees and managers understand menopause, its potential impact on working life and how to provide appropriate support. It can cover symptoms, workplace challenges, sensitive conversations, practical adjustments and organisational support.
Why is menopause training important for managers?
Managers are often the first point of contact when an employee needs support. Training helps them approach menopause-related conversations with sensitivity, understand potential challenges and recognise when additional support or adjustments may be appropriate.
Will menopause action plans be mandatory in 2027?
Subject to legislation, employers with 250 or more employees will be required to publish action plans from spring 2027. These will form part of wider gender equality reporting and include actions to support employees experiencing menopause.
What can organisations do to support employees experiencing menopause?
Organisations can review workplace policies, improve access to occupational health support, consider appropriate workplace adjustments, provide manager training and encourage a more open and supportive workplace culture.
Can menopause awareness training be tailored to our organisation?
Yes. Training can be adapted to reflect an organisation's workforce, working environments, existing policies and development priorities. This helps ensure the learning is relevant to managers and employees.
