Manager confidence training
Policies fail when managers freeze. University of Galway / UCC (2024): only 12% of women felt comfortable discussing menopause with a manager; 29% of line managers felt unprepared. We train practical language, boundaries, and safe support — without turning line managers into clinicians or therapists.
€2,800–€3,500 standalone · included in Sprint
What managers learn
- How midlife symptoms can show up at work (without diagnosing anyone)
- Conversation openers that reduce shame and legal risk
- What “reasonable adjustments” can mean in practice
- Boundaries: when to escalate to HR / OH / GP pathway
- How to support high performers without over-promising
What managers do not do
- Diagnose menopause or other conditions
- Advise on HRT or medication
- Provide counselling or therapy
- Ignore formal HR / legal processes
Clear scope protects employees, managers, and the organisation.
Five rules of a supportive conversation
Send this to a manager today. Training is what happens when the freeze remains.
- Let her lead. Never open with “is this menopause?” Open with how work feels. She names it, or she does not.
- Privacy first. A quiet room or a walk. Who else can know is her decision.
- Listen more than you speak. “Thank you for telling me — what would help?”
- Ask, don’t assume. Two women with the same Tuesday may want opposite adjustments.
- Follow up quietly. One reliable check-in beats five sympathetic first conversations.
Never diagnose. Never advise on MHT. Never joke. Signpost HR / OH / GP — do not become the clinic. Irish receipts: Ireland 2026.
Best as part of a Sprint
Standalone training helps. Training after a pulse and before a leadership action plan compounds. That’s why Sprint is the default recommendation.