Practical scripts, smart adjustments, and a dignity-first plan for midlife women who still want to lead, earn, and thrive.

Hello Lovely Lady,

I just want to reassure that -

You’re not “losing it”.

You’re not “too sensitive”.

And you’re definitely not “past your prime”.

You’re in midlife — the season where you’ve got experience, grit, and an actual spine made of life lessons… while your hormones are out here doing interpretive dance.

And the workplace? It often expects you to show up like a perfectly calibrated robot: sharp brain, steady mood, crisp uniform, no sweat, no tears, no bathroom breaks, and heaven forbid you need the fan on.

So, let’s talk about it properly — with dignity, backbone, and a plan you can actually use on a Tuesday morning.

First: menopause is a workplace issue (not a “you problem”)

Menopause and perimenopause can affect sleep, confidence, focus, temperature regulation, anxiety levels, and energy. That can show up at work as brain fog, fatigue, hot flushes, heavier bleeding, headaches, low mood, irritability, or feeling like you’ve forgotten how to speak English in a meeting.

And here’s what matters: it’s common, it’s normal, and workplaces are (finally) being nudged to treat it seriously — because retention matters, and experienced women are not replaceable.

In Australia, there’s now official public sector guidance acknowledging this as an evolving workplace matter and pointing to practical supports like flexible work, existing leave, EAP support, and simple physical adjustments (temperature, ventilation, access to breaks and private spaces).

The “I need help, but I don’t want to overshare” rule

You don’t owe anyone your medical history.

You’re allowed to ask for workplace support without giving a TED Talk about your ovaries.

Try this mindset:

• Share impact, not intimacy.

• Ask for adjustments, not permission to exist.

• Document facts, not feelings.

A simple 5-step plan to cope professionally (starting this week)

Step 1: Do a 10-minute symptom + work audit

Grab a notebook (or your Notes app) and answer:

• When are my symptoms worst (morning, afternoon, night)?

• What tasks suffer most (presentations, long meetings, customer-facing work, shift work)?

• What triggers make it worse (heat, stress, uniforms, bright lights, lack of breaks)?

• What would genuinely help (two short breaks, a fan, flexible start time, WFH on bad sleep days)?

This is your “evidence”, and it stops the conversation becoming vague.

Step 2: Choose your support lane

Pick one:

Lane A: Self-managed (for now)
You adjust what you can quietly: hydration, layers, desk fan, cold water, walking meetings, earlier start, fewer back-to-back meetings.

Lane B: Manager conversation
You want informal adjustments (no HR paperwork unless needed).

Lane C: HR / formal support
You need policy-level protection, documented adjustments, or you’re noticing stigma/discrimination.

No shame in any lane. Choose the one that protects your energy and income.

Step 3: Get your words ready (scripts you can actually use)

Here are three options — pick the one that sounds like you.

Script 1: Direct and professional
“Over the past few months I’ve had a health transition that’s affecting sleep and concentration at times. I’m managing it medically, but I’d like to put a few temporary adjustments in place so my performance stays strong.”

Script 2: Minimal detail, maximum clarity
“I’m dealing with a health issue that can flare unpredictably. I’d like to discuss a couple of practical supports — like flexible start time and short breaks — so I can keep delivering at my usual standard.”

Script 3: Menopause-specific (if you feel safe)
“I’m in perimenopause/menopause and I’m finding some symptoms are impacting me at work — particularly sleep and temperature regulation. I’m not asking for special treatment, just practical adjustments so I can keep doing my job well.”

Step 4: Ask for specific adjustments (not “support”)

“Support” is fluffy. Adjustments are actionable.

Try options like:

• Flexible start/finish times after poor sleep

• Ability to step out for a 3–5-minute reset (without being judged)

• Temperature control (fan, access to cool area, uniform flexibility)

• Access to cold water nearby

• Option to WFH for focused tasks or after severe night sweats

• Shorter blocks of intense cognitive work, with breaks between

• Permission to record meeting notes / get written follow-ups

• Reduced back-to-back meetings (or a buffer between them)

• Temporary workload reprioritisation during symptom spikes

These are the types of adjustments commonly referenced in workplace guidance: flexible work, access to existing leave, EAP support, and a comfortable physical environment.

Step 5: Protect your professional reputation (while you’re rebuilding energy)

This part is so important, my friend.

Do these three things:

1. Over-communicate deliverables (not your symptoms).
   “Here’s what I’m delivering by Friday. Here’s what I need from you.”

2. Create a “fog-proof” system.
   Templates, checklists, calendar blocks, meeting agendas, written follow-ups.

3. Track outcomes weekly.
   Not because you’re failing — because you’re smart.

If you’re a leader: menopause support is retention strategy

If you manage people (or influence workplace culture), here’s the truth:

Menopause support is not “wellbeing fluff”. It’s a workforce capability issue.

Good practice includes:

• Training managers to have respectful conversations

• Clear policies or guidance (so women aren’t forced to freestyle)

• Risk assessments and workplace adjustments

• Normalising flexible work where possible

• Creating a culture where stigma doesn’t run the show

This aligns with major workplace guidance that emphasises open conversations, understanding organisational policies, and making adjustments.

A mini “Menopause at Work” policy checklist

(for workplaces that want to get serious in 2026)

If your workplace is building policy (or you want to suggest it), it should include:

• A clear statement that menopause/perimenopause is normal and supported

• Confidential reporting and support pathways

• Examples of reasonable adjustments

• Manager responsibilities and employee options

• Flex work and leave pathways (without forcing new leave categories)

• Environmental considerations (temperature, breaks, private spaces)

• Anti-bullying / anti-discrimination expectations

• Review process (because needs change)

Official guidance and toolkits consistently point to these themes: adjustments, flexible work, safe conversations, supportive culture, and practical resources.

Quick takeaway (because I know you’re busy)

• You don’t have to “push through” in silence.

• You don’t have to overshare to get support.

• You can ask for specific adjustments and keep your career steady.

• A menopause-friendly workplace is not a luxury — it’s smart retention.

Gentle next step (your 24-hour challenge)

Pick one:

• Write your “impact not intimacy” script

• Book a 15-minute check-in with your manager

• Start a symptom + work audit for 7 days

• Ask HR if there’s existing menopause/perimenopause guidance

And if you’re reading this thinking, “I’ve been pretending I’m fine for too long…” — sweetheart, you are not alone. You’re just ready for a better way.

Until we chat again,

Blessing & hugs to you my dear friend,

Dianne xx