Why men need to wise up to menopause: understanding what women go through could transform the workplace

A recent survey revealed just how ill-equipped some male managers are to support colleagues in menopause – so could getting more men into workplace workshops change that?

WORDS: Suzanne Baum

PICS: Getty Images

More workplaces are finally talking about menopause, with awareness sessions and workshops becoming increasingly common.

But there is still one group that appears to be missing from the conversation: men.

While there are no definitive figures on male attendance, feedback from those running menopause workshops suggests that relatively few men are taking part.

Experts say that needs to change.

Menopause does not just affect the woman experiencing it. It can have an impact on partners, families, colleagues, managers and entire teams.

And for many women, the workplace can be one of the most difficult places to manage symptoms, particularly when they fear being judged, dismissed or misunderstood.

So could getting more men into menopause workshops help?

We asked four experts why they believe male colleagues need to be part of the conversation – and what employers can do to encourage them to attend.

Menopause is a workplace issue

The lack of menopause support in workplaces remains a significant concern.

A 2024 UK Government DWP Employer Survey found that just one in 20 UK employers – 5% – currently provides menopause awareness training, despite almost two-thirds (64%) agreeing that employees experiencing menopause should be supported at work.

The picture appears similarly concerning in the US.

A survey by women’s healthcare company Bonafide Health found that just 7% of women said they had workplace support for menopause.

Meanwhile, a 2025 international study of 13,800 workers across six countries found that almost one in 12 women felt discriminated against at work because of menopause.

More than a third reported negative impacts, including reduced productivity and fear of disclosing symptoms, while just 24% felt comfortable discussing menopause with their manager.

Clinical psychologist Dr Tracy King, who works with organisations and employees on workplace needs assessments, says getting men involved is an important part of changing this.

“I regularly see how menopause-related changes (concentration, memory, sleep, confidence, sensory tolerance and emotional regulation) can affect someone’s working life, particularly when managers and employees do not understand what they are seeing.”

Dr King says she has noticed more men beginning to attend her workplace wellbeing workshops and, importantly, genuinely wanting to understand menopause.

“They are not only thinking about the colleagues they manage. Many want to understand what may be happening for their partners, friends and family members too.”

Men are afraid of saying the wrong thing

One of the biggest barriers may simply be uncertainty.

“Men often tell me that they are afraid of saying the wrong thing, so they avoid the subject altogether,” Dr King says.

“A well-designed workshop gives them the language and confidence to respond without becoming intrusive, dismissive or overly cautious.”

That knowledge can also prevent menopause symptoms from being wrongly interpreted as poor performance.

“Education can help prevent menopausal symptoms from being misinterpreted as disengagement, unreliability, poor performance or an inability to cope.”

There is clearly a knowledge gap among men.

Dr King points to a 2025 study of more than 1,600 workers which found that 37% of men felt poorly informed about menopause, while only 3% felt very informed.

At the same time, 78% of male respondents believed organisations should provide menopause training for managers and supervisors.

“None of the male line managers whose direct reports had discussed menopause with them felt very well equipped to offer support,” she says.

Men need to be part of the conversation

Menopause consultant Katie Taylor, author of Midlife Matters, regularly delivers workplace workshops and believes the subject needs to be viewed as much more than a women’s health issue.

“Menopause isn’t just a women’s issue—it’s a workplace, relationship and societal issue,” she says.

“Women aged 45–64 have the highest suicide rates of any female age group in England and Wales, and for many this stage of life coincides with the physical and psychological impact of perimenopause and menopause.”

The impact can also extend into relationships.

“Symptoms can also profoundly affect intimacy and sex lives, with changes in libido, pain during sex, sleep disruption and mood placing significant strain on relationships.”

That is why Taylor believes men need to understand what women may be experiencing.

“When men understand menopause, they become better partners, colleagues, managers and allies. Education replaces assumptions with empathy, reduces stigma and helps create workplaces and homes where women feel supported, valued and able to thrive.”

Although most people attending her talks are women, Taylor says she particularly values the feedback from the men who do turn up.

“Often at the end of my talk, I get men coming up to me to thank me for giving them a space to understand more about menopause. Many of them want to help support their female colleagues and it is about knowing how.”

Give men practical tools

Karen Mann, senior vice president of HR Research, Learning & Advisory at McLean & Company, believes menopause education should be available to everyone in an organisation – including men who will never personally experience it.

“Menopause is a naturally occurring life stage, impacting half of the workforce directly and half of the workforce indirectly,” she says.

“This ultimately means that menopause in the workplace impacts the entire organization.”

Mann says all leaders need to understand how menopause can affect people at work and, crucially, how to support them.

But she acknowledges that some managers may feel uncomfortable raising the subject.

“Leaders may feel uncomfortable and unsure of how to approach conversations about menopause through the workplace lens. This can be especially true for those who will never experience menopause.”

That is where workshops can make a difference.

“Training and workshops for men that focus on menopause in the workplace give them concrete language and behaviours they can employ instead of leaving them to avoid the topic out of discomfort or a lack of knowledge and understanding.”

Mann also stresses that menopause does not make someone less capable of doing their job.

“Menopause does not diminish a person’s ability to perform their job effectively, though they may require different ways of working that support them through this significant life change.”

For employers, she says, creating a supportive environment can ultimately improve morale, inclusivity and organisational success.

Every man knows someone experiencing menopause

Psychotherapist Lauren Tetenbaum, who has spoken at law firms and banks about reproductive mental health and the menopause transition, also welcomes the men who attend her sessions.

“I think it’s imperative that men take part in conversations about menopause, because it is a natural life phase that affects every woman (half the population!).”

She says many men leave her workshops grateful simply to have been given information they have never previously received.

“Many men who attend my workshops express gratitude for the education (which we typically don’t receive from our healthcare providers).”

Some tell her the sessions have helped them understand how to support their partners or how to help them find the right doctor.

“All men will know a woman experiencing menopause, whether that’s their wife, sister, friend, or colleague.”

Tetenbaum believes women should still have safe spaces to discuss their own experiences, but says men should also be invited into the wider conversation.

“Everyone deserves education about midlife health. When men participate in asking questions and learning, we destigmatize this universal topic and create better access to resources.”

She believes more workplaces should offer dedicated menopause workshops for men.

“It’s a win/win/win (for the employers, the men, and the women in their lives).”

It’s time to make menopause everyone’s business

The message from the experts is clear: menopause may happen to women, but its impact reaches far beyond them.

Getting more men into workplace workshops is not simply about increasing attendance numbers. It is about giving colleagues and managers the knowledge and confidence to have better conversations, recognise when someone may be struggling and provide meaningful support.

For men, understanding menopause can also have benefits beyond the office – helping them become better-informed colleagues, managers, friends and partners.

And the more openly menopause is discussed, the less room there is for embarrassment, misunderstanding and stigma.

Perhaps the biggest change workplaces can make is to stop treating menopause as solely a women’s issue and recognise it for what it is: an issue that affects everyone.