Script: Perimenopause / menopause support
How to - have a chat with a team member about supporting them through the perimenopause / menopause.
How to - have a chat with a team member about supporting them through the perimenopause / menopause.
Time to read: 3 mins
With 75-80% of menopausal people currently in work, the chances are that at some point, at least one of them will be on your team.
When someone discloses to you that they are going through the perimenopause or menopause, it’s important to create a safe space to chat with them about how this transition is showing up for them.
Menopausal symptoms can be physical, emotional and cognitive. Whatever an individual is experiencing, it can have a major impact on their experience at work. This script can help you work with your team members to figure out what changes to their environment, schedule or workload would make managing symptoms easier.
If you’d like a short introduction to the menopause, you can take a look at this piece from our Humans at Work series. [add link]. It’s also a good idea to check if your workplace has a menopause policy before this chat so that you can confidently talk about the support your organisation offers.
Say
Hi [insert name], I know you mentioned you wanted to have a chat about the [menopause/perimenopause]. I want to thank you for initiating this conversation so we can figure out how best to support you during this time of change. First off - how are you feeling?
Listen
Encourage your team member to share anything they’re comfortable with about the symptoms they’re experiencing and how they’re currently impacting their work. There are over 30 documented menopause symptoms, so no one individual’s experience will be exactly the same. Ask general, open questions, but don’t press them for details - remember that it is entirely up to your team member to decide what information they want to disclose.
Say
I really appreciate you sharing how things are for you right now. Let’s talk through some practical things that could make it easier for you to manage your symptoms at work. Have you thought about what might be helpful?
Listen
Remember that we’re all experts in our own life. The person best placed to determine what support will be helpful is your team member. If they aren't sure just yet, share a couple of examples of what your organisation could offer - e.g. a late start for individuals who are having trouble sleeping.
Encourage your team member to share anything they’re comfortable with about the symptoms they’re experiencing and how they’re currently impacting their work. There are over 30 documented menopause symptoms, so no one individual’s experience will be exactly the same. Ask general, open questions, but don’t press them for details - remember that it is entirely up to your team member to decide what information they want to disclose.
Say
I’m always here if you’d like to talk. Otherwise, I just want to say thank you for sharing what you need with me. Let’s use our 1:1’s to keep the conversation open. I’m sure what you’re experiencing will change over time and I want to ensure you feel comfortable and supported.
If you’re unsure whether a request can be accommodated and need to chat to a member of the People team or someone else to confirm, make sure you follow up as soon as possible.
Remember that someone’s menopausal status is sensitive information, so if you need to speak to others, explain why and ensure you have consent before sharing.
Remember that people might not want to talk about their symptoms at work for many reasons. They might be worried about whether they will be taken seriously, or even feel like asking for specific support might put their job at risk.
If someone doesn’t seem comfortable speaking to you about what they need, try not to take it personally and consider offering the option to speak to someone else, such as a member of the People team or a wellbeing champion if you have one within your organisation.
Provide signposting to any benefits which might be useful for menopausal team members. As well as health insurance, things like specialist coaching or therapy could help individuals navigate the transition. Confirm any changes to someone’s work schedule, environment or goals in writing (by email is fine). This ensures that everyone has clarity on what’s been agreed. Chat to your team member about what, if anything, they would like to communicate with colleagues. Keep the conversation open - as your team member goes through different stages of the menopause, their needs might change.
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