Menopause Awareness Training: What you need to know:
A 60-minute GP-led workshop that equips your people-managers with the understanding, language and confidence to support menopausal team members. The single most-recommended action under the 2027 menopause action plan requirements.
Why manager training matters
Managers are usually the first person an employee turns to — or decides not to turn to — when menopause symptoms start affecting their work. Specifically, that single moment often decides whether someone stays engaged and asks for support, or quietly checks out. As a result, our GP-led Menopause Training for Managers gives your people-managers the understanding, language and confidence to handle those conversations well.
Furthermore, training managers isn’t just good practice — it’s the government’s number-one recommended menopause action. Specifically, under the Employment Rights Act 2025, employers with 250+ staff will publish an Equality Action Plan setting out how they support employees experiencing menopause, alongside action on their gender pay gap. Voluntary for 2026/27, expected to become mandatory from spring 2027.
As a result, of the six recommended menopause actions, “train managers to support employees experiencing menopause” comes first — and it’s exactly what this session delivers.
Part of a complete menopause action plan
Manager training is most effective as part of a programme. Specifically, combine it with menopause awareness training for all employees, menopause training for HR teams, Menopause Awareness for Men and 1:1 GP consultations — see our menopause action plan for employers.
Clients who’ve booked our menopause training:
What this Menopause for Managers Training covers:
1. Understanding menopause
A clear overview of menopause, perimenopause, the stages and the common symptoms — and how sleep disruption, fatigue, anxiety, brain fog and temperature changes can affect day-to-day work.
2. Confident, supportive conversations
Managers don’t need to be clinical experts. Specifically, they need three things: to recognise when a performance shift may have a menopause context, to open a respectful and non-intrusive conversation, and to listen without making assumptions. As a result, we give them a simple, repeatable approach.
3. Practical workplace adjustments
The adjustments that genuinely help — flexible working where sleep is disrupted, access to cooler spaces and better ventilation, scope for regular breaks on harder days, and temporary workload or deadline changes — applied fairly and consistently across the team.
4. Leadership, culture and stigma
How a manager’s everyday behaviour shapes psychological safety, whether people feel able to disclose, and ultimately retention and performance.
Why it matters
- More than one in three women aged 40–60 say menopausal symptoms have affected their work
- 32% cited unsupportive managers as a barrier to speaking up.
- Research shows that one in six women have considered leaving work due to lack of menopause support, and around 6% have already left their job for this reason. (CIPD)
Put simply – get this right and people stay, perform and thrive. Get it wrong and you risk losing experienced talent at exactly the point they’re most valuable to you.
Led by a UK GP with 20+ years’ experience and the BMS Certificate in the Management of the Menopause
Action #1 in the government’s recommended menopause actions under the Employment Rights Act 2025
Trusted by DBS, Latham & Watkins, char.gy, Takeda and The Open University
GP-led and evidence-based
Delivered by Dr Lucie Ormerod, a UK GP with over twenty years’ experience and the British Menopause Society (BMS) Certificate in the Management of the Menopause. As a result, this is credible clinical insight translated for the workplace — giving managers accurate information and the confidence to act on it.
Note: this workshop combined with our Menopause Awareness Training
provides the foundation for a Menopause Champions cohort — trained
internal advocates who become the ongoing point of contact for
menopause conversations in your organisation.
Workplace Menopause Champion Training
Note: This workshop combined with our Menopause Awareness Training provides the foundation for a Menopause Champions cohort — trained
internal advocates who become the ongoing point of contact for menopause conversations in your organisation.
Part of a complete menopause action plan
Manager training is most effective as part of a programme. Specifically, combine it with:
- Menopause awareness training for all employees
- Menopause training for HR teams
- Menopause Awareness for Men and
- 1:1 GP consultations
- Menopause Training for HR Teams
- Leadership panels or workplace conversations to reduce stigma and encourage open dialogue
Together, these sessions help organisations develop practical menopause workplace support while strengthening understanding across teams.
What our clients say
The way the trainer spoke was like having a conversation with one of those good friends….you know the ones that can make sense of something you’re unable to and who always leave you feeling better. I found myself nodding at a lot, having a little cry, but most of all it left me feeling very positive.
WE had such a great session. The trainer was fantastic and we all took away so much information.
I am now more aware as a manager on how to advise anyone in my team experiencing the menopause or anyone else who relates to this topic.
Book Menopause Training for Managers
Please fill in your details below
Menopause Awareness Training for Whole Teams – FAQs
Do all managers need to attend, or only those with menopausal colleagues?
All managers should attend. Specifically, you rarely know in advance which team members are experiencing menopause symptoms — and one in seven women aged 40-60 will experience them severely. As a result, the training equips every manager in advance, so confidence is in place before it’s needed.
How does this differ from menopause awareness training for employees?
Awareness training builds shared organisational understanding — what menopause is, how it shows up at work and how to be a supportive colleague. Manager training goes deeper into the specific skill set managers need: recognising performance shifts, opening sensitive conversations, agreeing reasonable adjustments and supporting recovery. Furthermore, most clients book both as a programme — awareness first, then manager training.
Will my managers need to disclose anything personal?
No. Specifically, the session is built around practising on workplace case scenarios rather than personal experience. As a result, managers can engage fully without sharing anything they don’t want to share. We make this explicit at the start so the room stays comfortable.
Can the session be tailored to our sector?
Yes. We adapt scenarios and language to your sector — particularly useful for finance, professional services, tech, healthcare and the public sector. Furthermore, tailoring usually adds two to three days to the delivery timeline.
What does it cost?
Pricing depends on group size, format and whether you’re booking standalone or as part of a wider programme. Multi-element bookings are priced more favourably. Book a discovery call and we’ll send a clear quote within 48 hours.
