Workplace Adjustments for a Manager Experiencing Menopause Symptoms
Illustrative scenario. This example shows the kind of situation Return Well can support. It is not a completed client case: the people and details are invented, and every real assessment is tailored to the individual.
The Situation
Helen, a senior operations manager at a financial services firm, has been quietly struggling for several months with symptoms she has come to recognise as perimenopausal: poor sleep, hot flushes, lapses in concentration and fatigue. Her output has begun to slip and she has cancelled two presentations she would normally deliver confidently. She is reluctant to raise it formally, and her line manager is unsure how to support her without overstepping.
The Challenge
- There's a cultural reluctance to discuss menopause openly in a high-performance environment
- Symptoms are intermittent and unpredictable, not a steady pattern
- The role involves public-facing presentations and a high cognitive load
- Helen hasn't asked for adjustments and worries about being seen as 'less capable'
- Her manager has no framework for having the conversation supportively
How an Assessment Would Approach It
A Workplace Wellbeing Assessment would be carried out remotely by a clinician experienced in menopause at work. It would look at Helen's symptoms in the context of her actual job, what already helps, and which workplace changes could make a difference. A short written guidance note for her line manager gives them a concrete framework, so they don't have to improvise the conversation.
What the Clinician Might Recommend
Flexible start time
Helen can start between 8am and 10am rather than a fixed 9am, to accommodate variable sleep quality. Output measured weekly, not by hours visible at desk.
Workstation environment
Move to a desk near a window with personal control of a fan; access to a quiet meeting room for focused work during peak symptom days.
Short-break protocol
Agreed protocol for Helen to step away for 5–10 minutes during meetings without explanation. Manager signals back-up if she needs to leave a presentation mid-flow.
Written manager guidance
Two-page guidance note for the line manager covering how to have ongoing check-ins, what to ask, what not to ask, and what reasonable adjustments look like.
What a Good Outcome Looks Like
- Helen stays in role, with adjustments she has agreed to
- Her manager knows how to check in without it becoming awkward
- Adjustments are reviewed as symptoms change, rather than set once
- The guidance note can be reused if other employees raise similar concerns
Key Takeaway
Menopause at work is rarely about one big adjustment. It's usually a cluster of small, specific ones, plus a manager who knows how to have the conversation. A proper assessment provides both.
Situations we help with
Find the page for your situation
Need support with a similar situation?
Ready to support a safe return to work?
Submit a referral today or get in touch to find out how Return Well can help your organisation.
Not ready? Discuss a Case First