Part 4 of the OMG Menopause at Work series — where we move from awareness to action.
OK, so you know menopause matters. You know silence is costly. Now let’s talk about what to actually do about it.
The good news? This isn’t rocket science. The bad news? Most organisations still haven’t started.
Let’s fix that.
💡 Where to Begin
Menopause support can show up across a company in three key ways:
- Policy – Review existing health and wellbeing policies. Add menopause explicitly. Include flexible work, time off for appointments, and reasonable adjustments (like temperature control or quiet spaces).
- People – Train managers and HR. Give them the language and the confidence to respond with empathy instead of awkwardness.
- Culture – Create an environment where it’s OK to say, “I’m having a rough day — it’s menopause.”
☕️ Real-World Ideas
- ERG (Employee Resource Group): Create a Menopause Network or “Menopause Café.” Peer-led support, open conversations, and a few biscuits go a long way.
- Education: Run sessions for everyone — not just women. Men, leaders, HR teams — all need to understand what’s happening.
- Facilities: Fans, water, quiet rooms, decent restrooms — it all counts.
- Leadership: Encourage leaders to go first. A senior woman sharing her experience in a fireside chat normalises the topic instantly.
🔥 The Culture Shift
This isn’t just about a new HR policy buried on the intranet. It’s about changing the vibe of the workplace — from “we don’t talk about that” to “we’ve got you.”
When a company publicly supports menopause, it says to every woman:
“We see you. We value you. Stay.”
💖 OMG Takeaway:
Policies are paperwork. Culture is behaviour. You need both — but the latter is what makes people feel safe, seen, and supported.
— Oonagh Margaret Grace (OMG)
omgway.blog | @omgway
OMG: The Women's Health Brief 
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