1. The all-staff announcement

Send this once, from a senior leader where you can — visible sponsorship signals that this is normal, not niche. Keep it short, lead with what's available, and frame it as relevant to everyone.

Subject: Supporting each other through perimenopause and menopause

Hi everyone,

Perimenopause and menopause affect a huge number of people at work — directly, and as partners, friends and colleagues. They're a normal life stage, not a problem to hide, and we want [ORGANISATION] to be a place where no one has to push through in silence.

So, a few things you should know are already here for you:

• Our menopause workplace policy, which sets out the adjustments and support you can ask for: [LINK].
• Our [EAP NAME] — free, confidential, 24/7 — for support with symptoms, sleep, mood and stress: [PHONE / URL].
• Health benefits that may help with treatment and care: [LINK].

If something at work would help — a desk fan, a flexible start, a quieter space, a rescheduled meeting — please just ask your manager or [HR CONTACT]. You don't need a diagnosis, and you don't need to share more than you're comfortable with.

To our managers: a short guide on how to respond well is here: [LINK].

Thank you for helping make this an easy thing to talk about.

[NAME], [ROLE]

2. A 45-minute awareness session (lunch-and-learn outline)

Run this for the whole team, not just managers — awareness is what makes the policy and the EAP get used. An employee network or an external speaker can host it. Keep it practical and judgment-free.

• 0–5 min — Why we're here. A leader opens: this is normal, it's everyone's business, and no one has to disclose anything today.
• 5–20 min — The basics. What perimenopause and menopause actually are, the range of symptoms, and how they can show up at work (sleep, focus, temperature, mood). Frame around symptoms and anatomy so it includes everyone who can experience them.
• 20–30 min — What's available here. Walk through the policy, the adjustments people can request, the EAP and the benefits. This is the part people remember.
• 30–40 min — How we talk about it. Short scenarios: what to say (and not say) when a colleague mentions a symptom; how to ask for an adjustment.
• 40–45 min — Where to go next. Share the links, the HR contact, and a reminder that the EAP is confidential.

For a deeper manager-only version, use the line-manager toolkit & 45-minute training outline.

3. Language that opens the door (and language that closes it)

The goal is to normalize the topic without putting a spotlight on any individual. A few rules of thumb:

• Do talk about it as a shared, normal life stage — "many of us will go through this, or support someone who is."
• Do lead with support and choice: "here's what's available, take what helps."
• Do keep it inclusive: it affects cisgender women, trans men, non-binary people and trans women on estrogen-based therapy.
• Don't single people out — never "you seem like you might be going through the change."
• Don't make it a punchline. Jokes about hot flashes or "hormonal" colleagues are exactly what stops people speaking up.
• Don't require a diagnosis or medical proof before anyone can ask for a small, reasonable adjustment.

4. A short manager nudge

Send this to people-managers alongside the all-staff note, so they're ready if someone comes to them:

"If a team member mentions perimenopause or menopause, you don't need to be an expert. Listen, keep it confidential, ask 'what would help?', and agree one or two practical changes you can review in a few weeks. If you're unsure, [HR CONTACT] and our EAP can coach you through it. Full guide: [LINK]."

Education only — not medical or legal advice. Adapt freely for your workplace; please keep the credit line.