From this month (April 2026), employers with more than 250 staff should introduce ‘Menopause Action Plans’ due to the updated Employee Rights Act (this voluntary guidance is expected to become mandatory next year). This makes engaging men in the menopause conversation more important than ever.
The good news is there’s evidence that men are increasingly receptive to these conversations, the menopause lobby having done such an impressive job of raising awareness. A leading voice in that campaign has been Deborah Garlick, Founder of Henpicked (see our profile of her, here) who says that she’s spotted this “positive trend” in the polls she does at the beginning of her educational sessions:
“We ask people where they think they are in terms of peri or post menopause, but we’ve also got a box there to tick which says ‘I’m here to support someone else’ and that number has significantly grown over a decade.”
But, having witnessed hundreds of organisations start to talk about menopause in the workplace, she observes “it’s not always easy for men to get involved if you don’t do it right”.
So, this feature rounds up 8 good practice tips for getting it right.
1. Be clear why you’re starting the conversation
Kevin Furby, Co- Chair of Specsavers’ menopause colleague network group Menotalk, took on the task of trying to get more men involved in the conversation. One of the first things he does is stress that menopause is not just about women of a certain age.
He spells out that it affects everyone:
“We talk about the fact that it’s not just about women going through menopause. It’s about your friends. Your family. Your colleagues. If someone you know is going through it, you are affected and you have the ability, through your understanding, to be a better friend, support and colleague. We stress that it’s really important that men know about it, as well as women that haven’t reached that stage yet.”
2. Be ready for pushback
There will likely be some employees who might not believe the workplace is an appropriate place for a conversation about menopause (though much less so than historically).
In this situation, Kevin would always gently push back with a question like “why do you feel we shouldn’t have these conversations?” Then he tries to explain that, while it might not be directly relevant to that person, it might be a source of stress for another and talking about it might make them feel “less alone”.
“I question them – if I’ve got information that could help someone potentially, why wouldn’t I share it?”
3. Make clear men are welcome
Understandably, men often feel the menopause is a minefield when it comes to knowing what to say, and what not to say. So, the prospect of entering a room when you’re surrounded by women talking about hormones might be intimidating (to say the least!).
Also, as campaigner Elliott Rae, Founder of Parenting Out Loud, makes clear, these conversations are often “led by women, for women, with mostly women in the audience”:
“Don’t get me wrong, these conversations are really important and they need to continue. But I’ve heard female speakers say that ‘we’re speaking to the converted’. We need men in the room and on stage, being part of these conversations.”
Alongside sessions where women can talk to women in confidence, Elliott suggests also having sessions that are open to everyone, and ones specifically targeting just men.
He recently ran a webinar on menopause and believes the reason so many showed up was because a man was leading it and it was advertised as specifically for men:
“They knew they could show up, take up space, ask questions and they would not be taking away from anyone else. They knew their presence was welcomed and encouraged.”
Men are really interested in the conversation, he says, because they’re thinking about their partners, and their work and they’re seeing it in the media and they want to know more and ask difficult questions.
“But they also know it can be tricky,” says Elliott. “They don’t know how they are going to be received. They don’t know whether they are using the right language, or context or whether it’s even appropriate to bring something up. They’re worried about unintended consequences. So they need a place they feel comfortable.”
4. Create resources specifically for men
Katie Finlay, Healthy Working Lives Adviser for NHS Scotland, goes into workplaces to deliver training on menopause. From her experience, there’s still a stigma discussing women’s health which makes it even harder for men to engage confidently.
She’s recently been bringing in Sam Anderson, a Lecturer at Borders College who has just written a book for men on menopause (Perimenopause: A-Z Guide for US idiots), to some sessions.
“A resource written specifically for men helps remove that barrier. It gives them permission to learn without feeling blamed for not already knowing the information,” she says.
The way you talk about menopause, the language in particular, can be make or break when it comes to men continuing in the conversation. It’s a subject, as Deborah says, that can potentially quickly “give them the ick”.
Kevin agrees: “we start very light touch, with very simple information. We definitely don’t jump straight to vaginal dryness or anything that could make men feel awkward!”.
Deborah advises that a focus on symptoms is the best approach for content:
“The five symptoms that women say affect them most are problems with sleep and hot flushes, and the rest are psychological, and all of them affect work”.
She also recommends positioning menopause as a “workplace issue, not a women’s issue”.
5. Humour can be effective
When college lecturer Sam Anderson’s fiancee was going through perimenopause and he wanted to learn more, he couldn’t find a book that he could relate to. This is why he wrote a book specifically for men:.
“I didn’t feel that there was anything out there in simple language for men and I believe that using humour will gain a man’s attention,” he says. “So I wanted to provide a humorous, educational, informative guide with compassion for our partners. I wanted a guide I could dip into and out of, without all the jargon, waffle and science.”
Sam’s humorous approach has been so successful at bringing men into the conversation that he’s now known at college as ‘Mr Menopause’ and men regularly seek him out for a chat.
As Katie says of Sam’s book, which she’s referencing in workplace sessions: “Its down‑to‑earth, humorous tone makes the subject accessible rather than intimidating, while still providing factual information. This style meets men where they are and encourages them to take part in conversations that are essential for improving understanding and support.”
6. Tap into men’s natural ‘fixer’ mentality
Men typically want to fix problems and make problems go away, which is tricky with the menopause as it’s a biological stage that has to be gone through (more on this point in the next feature, on advice men would give to other men on the menopause).
However, one area that can tap into a man’s natural fixer is reasonable adjustments. After men understand the symptoms then you can start to talk to them about adjustments, which often appeal to them as they can do something tangible to improve a situation.
“Men want to know ‘what can I do?’” says Elliott. “And reasonable adjustments empower them to provide solutions, like working from home.”
7. Find and encourage male champions
Having men leading the conversation about menopause is probably one of the most impactful things you can do to get other men to speak up. Even better if your champions don’t fit the stereotypical mould of someone who they imagine might speak about the topic.
For instance, Sam says his Instagram grid is an eclectic mix of golf, kettlebells, weightlifting, cold plunges and menopause chat, which helps break down barriers further.
As Hilary Broatch, Equalities, Diversity and Inclusion Officer at Borders College, where he works, says:
“Having a male Menopause Champion has opened up new opportunities for male staff and students to engage in conversations and ask questions.”
If you struggle to appoint male champions, Matt Grisedale, who set up the men’s network at E.ON Mentality when he was Senior People Champion there, suggests:
“Encourage them into the conversation as viewers first, rather than participants. Once they view others doing it, and see others are willing to open up and talk, they tend to open up themselves.”
8. Appoint a male sponsor
Because of the tendency for males to be more conscious of hierarchy, this can be very powerful.
That’s why Specsavers specifically looked to appoint a man for their menopause CNG sponsorship, with its Chief Financial and Commercial Officer taking up the role.
This worked so well because he ended up reflecting on how the training had “changed him as a person”, says Kevin, and realising “there were times when people were probably going through the menopause and are no longer in the business because they didn’t get support they needed”.
Deborah echoes the transformational impact that a senior male leader can have in being honest about his experience and shortcomings.
She’ll always remember the impact in the room, especially on men, when Chris Pitt, First Direct’s CEO, stood up in a crowded room and admitted that he realised “I’m not the husband I thought I was”.
