From Taboo to Training – Helping Workplaces to Have Better Conversations About Menopause
- Aug 20, 2025
- 5 min read
Written by Jo Ibbott, Executive Menopause Coach
Jo is well-known when it comes to Menopause! She is an Executive Coach specialising in Menopause and Founder of What the Fog? Facebook Community, Foglights Menopause Hub, and developed the Courage Coaching Menopause Advocate Programme for organisations.
For decades, menopause has been largely ignored or treated as a private matter. A stage of life hidden behind closed doors, spoken about in whispers, if at all. Yet it’s something that will affect half the population, and often right at the peak of their careers.
So why is it still so difficult to talk about menopause at work? And more importantly, what can organisations do to change that?
The answer lies in moving from taboo to training, breaking the silence, building confidence, and creating workplaces where menopause conversations are just as natural as talking about mental health or maternity leave.
Why menopause matters at work
The symptoms of menopause aren’t “all in the mind.” They’re real, physical, and for many women, they can be tough. Hot flushes, brain fog, anxiety, disrupted sleep, low confidence—the list is long.
Some women sail through with few difficulties. Others struggle so much that work becomes overwhelming. Research tells us:
3 in 5 women say menopause has a negative effect on their work.
1 in 10 leave their jobs altogether because of symptoms.
Many more quietly reduce hours, pass on promotions, or step away from opportunities.
This isn’t just a personal issue, it’s a workplace one. When talented, experienced women leave because they don’t feel supported, businesses lose skills, experience, leadership, and diversity.
The silence problem
So why aren’t we talking about it?
“Despite the vast majority reporting some impact on how they felt at work, less than a third of respondents told anyone at work. The main reasons given for not telling anyone were privacy, followed by concern over people’s reactions. A significant number of respondents simply did not know who to tell.” – From the Menopause & The Workplace Inquiry 2022
For many women, there’s a fear of being judged, dismissed, or seen as “less capable.”
When I ask as part of my training, “Why don’t women feel they can talk about it at work?” the feedback includes embarrassment, fear of being labelled, and concerns for their job. For managers, there’s anxiety about saying the wrong thing, or even raising the subject at all.
The result? Silence. And silence means no adjustments, no understanding, and often, no solutions.
But here’s the thing: even the simplest conversation can make a huge difference. A manager asking, “How are you doing?” or “What would help you feel more supported right now?” can be the gateway to real change.
I heard a great example of this, a manager who said to his colleague, ”I don’t understand what you’re going through, but I’ll do all I can to help.”
The trouble is, managers need to feel confident enough to start that conversation. That’s where training and a strategic, organisation-led approach come in.
From taboo to training
Shifting a workplace culture around menopause doesn’t happen by accident. It takes intention, awareness, leadership, and most importantly, practical training. Here’s what works:
1. Educate everyone
Menopause isn’t just a “women’s issue.” Partners, colleagues, and leaders all benefit from understanding what’s going on. Training that includes everyone helps remove stigma and normalises the subject.
One of the best pieces of feedback I’ve had following a training session was from a male CEO who said:
“I came here today wondering what the f*** have we [businesses] got to do now, and in one hour you’ve turned me from 100% cynic to 100% advocate, and I’m also wondering if this is what’s happening at home.”
2. Give managers the tools
Managers don’t need to know the ins and outs of hormones. What they need is an understanding of the issues and confidence. Training should focus on listening, asking the right questions, knowing what adjustments are possible, and where to signpost people to for further help and support.
3. Back it up with policy
Training only sticks if people see it matched by action. Menopause-friendly policies, flexible working options, and wellbeing initiatives show that the organisation means it, not just talks about it.
4. Lead from the top
When senior leaders talk openly about menopause, whether sharing their own experiences or standing up as allies, it sets the tone. If leaders can talk about it, everyone can, and it paves the way for culture change.
Why it’s worth it
Investing in menopause awareness and training isn’t just about ticking an HR box. The benefits ripple across the business:
Retention: Women stay rather than leave at the peak of their careers.
Engagement: Staff feel valued and supported, which boosts morale.
Reputation: A forward-thinking, inclusive workplace attracts diverse talent.
Performance: People can focus on their work instead of struggling in silence.
In other words, good conversations are good for business.
Time to break the silence
Every workplace has a choice: keep menopause in the shadows, or make it a normal, healthy part of workplace conversation. Worth noting too, menopause will soon be a compliance issue for larger organisations in the UK (see the Employment Rights Bill, July 2025).
Breaking the taboo doesn’t mean awkward oversharing. It simply means giving people the knowledge, language, and confidence to talk about it in a supportive way.
Training turns silence into dialogue. Dialogue turns into action. And action turns workplaces into environments where women in midlife can thrive rather than survive.
The Menopause Advocate Programme will help you break the taboo, turn silence to dialogue, dialogue to action, and ensure your workplace is an environment where everyone thrives. It will also help you tick the compliance box.
Menopause isn’t the end of a career story, it’s just another chapter. With the right workplace culture, that chapter can be one of strength, growth, and continued contribution.
If you’d like a copy of my free Menopause Workplace Ready Guid,e you can request one here.
I’m Jo Ibbott, your Menopause Partner! Contact me for a people-first approach to help get your organisation Menopause Ready and Compliant.
Read more from Jo Ibbott
Jo Ibbott, Executive Menopause Coach
Jo Ibbott is a leading expert on perimenopause and menopause, particularly its impact on women and the workplace. Experiencing the often-dismissed symptoms of mid-life hormonal shifts firsthand (low mood, anxiety, irritability, loss of confidence, and sleep disturbances), Jo trained as an Executive Menopause Coach. Her mission is to ensure no woman is undermined by menopause. To that end, she equips organisations with understanding and solutions, and has created a range of coaching and educational resources, alongside the What the Fog? Facebook Community, to empower women with knowledge and confidence.
