5 Great Questions to Ask Your Team – Removing the confusion and embarrassment out of Menopause conversations at work
Menopause affects millions of people in the UK workforce, directly and indirectly, including men and women, and more employers are starting to recognise that open, supportive conversations are key to retaining talent and building truly inclusive cultures. Still, it can feel awkward to know where to begin.
Here are five thoughtful questions that can help take the tension out of the conversation—creating space for understanding, respect, and practical support.
1. What can we do to help you feel more comfortable at work?
This question cuts through confusion by focusing on support—not symptoms. It’s simple, direct, and shows that you’re coming from a place of care, not curiosity.
Whether it leads to a change in working hours, better ventilation, or just more understanding, it opens the door to practical solutions without putting anyone under pressure to overshare.
Why it works: It shifts the focus from the personal to the practical, helping remove embarrassment from the equation.
2. Have we made it easy enough for people to talk about menopause here?
This question works well in team meetings, HR reviews, or even informal chats. It encourages reflection on how approachable and open your workplace culture really is—and what might need to change.
Why it works: It normalises the idea that menopause is just another workplace wellbeing topic—not something awkward or off-limits.
3. We’re reviewing our menopause support—would you be happy to share any ideas?
By framing this around a policy or initiative, you make the conversation feel structured and inclusive, rather than personal or invasive. You also send a clear message: this is something the workplace takes seriously.
Why it works: It takes the conversation out of the shadows and into policy, reducing stigma and boosting clarity.
4. Would menopause awareness training be helpful for our team?
Often, people feel uncomfortable talking about menopause simply because they’re unsure what’s appropriate—or they’re worried about saying the wrong thing.
Training removes that guesswork and builds confidence, making it easier for colleagues and managers to be supportive in the right ways.
Why it works: It removes fear and misunderstanding by building shared knowledge.
5. What would a menopause-friendly workplace look like to you?
This is a great open question that invites ideas, not confessions. It gives people a chance to think creatively about solutions—like quiet spaces, flexible breaks, or inclusive communication—without centering the discussion on individual struggles.
Why it works: It’s inclusive, imaginative, and takes the embarrassment out of asking for change.
The Bottom Line
Talking about menopause at work doesn’t have to be awkward. With the right approach, we can replace embarrassment with empathy, and confusion with clarity.
By asking simple, supportive questions, you can spark meaningful conversations—without putting anyone on the spot or making it feel like a big deal. Because really, it shouldn’t be.
Menopause is part of life. Talking about it at work should be, too.
One last thing to consider
Set out some ground rules to get the most out of the questions and the same applies here. Keeping the questions open, allowing time for conversation, and actively listening are all key to creating the right environment.
How supportive to do think your company is on a scale between 1- 10 ?
What needs to change to get a score of 10?
Struggling to start the conversation or know where to take it? We can help.
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