You’re in a high-stakes meeting when a hot flash hits, leaving you flushed and flustered. You struggle to find a word that used to come easily due to brain fog. You feel exhausted and irritable, which impacts your focus and productivity. For millions of women, navigating menopause symptoms in a demanding workplace is a silent, high-wire act.1
The fear of being perceived as less capable, or of facing ageism, is real. But staying silent isn’t the answer. With the right strategies, you can manage your symptoms, communicate effectively, and continue to thrive in your career during this transition.
On-the-Job Strategies for Managing Symptoms
Before you even consider talking to your manager, focus on what you can control. Small, practical adjustments can make a huge difference in your day-to-day comfort and performance.
For Hot Flashes, dress in layers you can easily remove. Keep a small, quiet desk fan, a cooling spray, and a glass of ice water at your workstation. Identify a nearby cool spot, like a restroom or an empty office, where you can go for a minute to reset.
For Brain Fog and Fatigue, prioritize your tasks. Tackle your most mentally demanding work during the time of day you feel sharpest. Use calendars, alarms, and to-do lists religiously. Break large projects into smaller, more manageable steps to avoid feeling overwhelmed.2
Communicating with Your Manager: A Q&A Guide
The decision to disclose your menopause status is personal. However, if your symptoms are impacting your work, a proactive conversation can be empowering.
When should I have the conversation?
The best time is before a problem arises. Schedule a private, one-on-one meeting. Don’t bring it up in passing or as an excuse after missing a deadline. Frame it as a proactive and professional conversation.
What should I say?
You don’t need to share intimate details. The focus should be on your work, not your body.
A simple, professional script: “I’d like to talk to you about something that’s affecting my work. I’m going through a health-related transition that’s causing some temporary symptoms, like [mention a work-related symptom, e.g., ‘difficulty concentrating’ or ‘issues with temperature sensitivity’]. I am actively managing this with my doctor, and I want to discuss a few small adjustments that would help me continue to perform at my best.”
What kind of adjustments can I ask for?
The goal is to ask for simple, “reasonable adjustments.” This could include:
- Being seated near a window or away from a heat source.
- Having more flexibility with deadlines on days when symptoms are severe.
- Requesting a quiet space to work when you need to focus intensely.
- Permission to take short, frequent breaks.3
Know Your Rights and Company Policy
You are not alone in this. A growing number of workplaces are recognizing the need for menopause support.4
Check your HR policies. Your company may already have a menopause or wellness policy in place. This can be a valuable resource and shows that the company is open to the conversation.
Understand your legal protections. In many countries, menopause can be covered under disability, age, and sex discrimination laws. This means your employer has a duty of care to ensure your health and safety and cannot discriminate against you because of your symptoms.5 Knowing this can give you confidence in your conversations.
Thriving, Not Just Surviving
Menopause at work presents a unique set of challenges, but it’s a phase, not the end of your career. By proactively managing your symptoms, communicating with professionalism and a focus on solutions, and understanding your rights, you can protect your well-being and career. You’ve built years of experience and wisdom—this is a time to leverage that strength to advocate for the support you need to continue succeeding.6