Menopause at Work: Why Education Matters for Employees and Managers

By Jana Rose Stewart, Founder & CEO of VelaHR

In my late forties, I asked my doctor a question: Could I be in perimenopause?

She told me no. I was too young.

But I knew something was changing.

I was experiencing digestive issues. Foods I had eaten regularly no longer seemed to agree with me. My energy was different. I had anxiety. And I was forgetting things. At the time, I did not understand whether any of those changes might be connected to perimenopause.

I was balancing a corporate career and competing as a professional athlete. I was used to paying attention to my body, but I did not understand what was happening.

Growing up, I had heard my mother talk about hot flashes. That was what I associated with menopause. Brain fog and forgetfulness were not even on my radar.

So when I forgot something, I wondered whether I simply wasn’t focused enough.

I had gone to my doctor for help. When I did not get an explanation, I accepted it and kept going.

At work, that lack of understanding affected more than me.

My manager did not know what I was going through either. When I forgot things or lacked energy, I felt criticised rather than supported.

Looking back, I think about how different that experience could have been if both of us had received some education.

Both of us needed to understand

My manager was a first-time manager. She bought books about how to be a good manager and showed them to me. She was trying to learn.

I believe menopause training could have helped her become a better manager to me. It could have given her context she did not have and tools for responding more constructively.

And it could have helped me, too.

My employer had groups for different interests and experiences. Why not have a space where employees could learn about menopause?

If there had been an open, welcoming environment, I would have participated. I was already wondering what was happening to me. I would have attended events, asked questions, and learned.

That understanding could have helped me return to a healthcare professional with better questions, seek further support, and advocate for myself.

Instead, neither of us had the knowledge we needed.

Why this matters to employers

For employers, this gap in understanding can shape everyday workplace conversations.

An employee may already be questioning herself. A manager’s response can either make it easier to ask for support or leave her feeling that she must struggle silently.

That matters for confidence, working relationships, and whether experienced employees see a future for themselves in the organisation.

For Manchester employers working to retain experienced people, menopause education is a practical part of building a fair workplace where employees can continue to contribute and thrive.

Supporting someone starts with understanding enough to have a useful conversation. Employers invest in developing their people. Menopause education belongs within that investment.

What we are asking managers to do

We are not asking managers to diagnose menopause or treat menopause.

We are asking them to be educated.

They need to understand what menopause and perimenopause are, that experiences vary, and how to conduct themselves appropriately when someone needs support.

That includes having a respectful conversation, protecting privacy, and knowing where to direct an employee for help. It also means avoiding assumptions about someone’s health or abilities.

Will education make every manager empathetic or understanding? No.

But I believe education is the key. When you know more, you have a better foundation for how you treat the people you work with.

Give awareness somewhere to go

During Menopause Awareness Month, employers have an opportunity to open this conversation. What matters is giving employees somewhere to go afterwards.

A practical starting point is simple:

• Provide menopause education for all employees, without requiring personal disclosure.
• Train managers to have respectful conversations and handle personal information confidentially.
• Make support routes and available workplace adjustments easy to find.
• Review policies, culture, and everyday working practices for barriers to support.

Then follow through. An employee should know what help is available and feel comfortable asking for it.

That is why I founded VelaHR: to help employers turn awareness into practical workplace support.

I think about the woman I was—wondering what was happening, asking for help, and still not understanding.

She needed information. Her manager needed information.

We cannot ask employees to speak openly about menopause unless we equip workplaces to respond.

Jana Rose Stewart is Founder & CEO of VelaHR, which helps employers build practical, menopause-informed workplace support through assessment, education, manager training, and action planning. She will be in Manchester from 1–6 November and welcomes conversations with employers, HR teams, and leaders. Learn more at velahr.ai.