The Support Offered by a MSO: Menopause Support Officer

What is a Menopause Support Oficer

The menopause journey is one of change, identity, and transition. 

Key Points:

• A MSO offers non-medical, holistic support.

• Focuses on empowerment, education, and emotional well-being within the workplace

• Bridges the gap between the employee and the employer in providing needs, guidance and understanding in the workplace

• Promotes self-awareness and advocacy

Emotional Support

• Active listening without judgment.

• Providing reassurance and validation: “You are not alone.”

• Helping clients explore their feelings around aging, identity, and relationships.

• Creating a safe, confidential space for expression.

• Recognising when to refer for mental health support.

A Menopause Support Officer (MSO) plays a vital role in creating a safe, informed, and supportive workplace for employees experiencing perimenopause and menopause. The role bridges health, wellbeing, equality, and organisational performance.

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Role of a Menopause Support Officer in the Workplace

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First Point of Contact & Confidential Support​

• ​Provides a safe, non-judgemental space for employees to talk about menopause-related concerns

• Offers confidential signposting to internal supports (HR, Occupational Health, EAP) and external healthcare services

• Helps employees understand symptoms and options without giving medical advice

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Education & Awareness

• ​Delivers or coordinates menopause awareness training for staff, managers, and leadership

• Challenges stigma, myths, and misunderstandings

• Promotes menopause as a normal life stage, not a performance issue

Workplace Adjustments & Practical Supports

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Supports reasonable adjustments such as:

• Flexible working or shift adjustments

• Temperature control, access to water, rest spaces

• Adjusted uniforms or PPE

• Changes to workload or deadlines during symptom flare-ups

• Helps managers understand how to implement adjustments fairly and consistently

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Policy Development & Implementation

• Contributes to or supports the creation of menopause-inclusive workplace policies

• Ensures menopause is considered within:

• Equality, Diversity & Inclusion (EDI)

• Health & Safety

• Absence management

• Performance management

• Aligns menopause support with legal obligations (e.g. equality and discrimination law)

Manager Guidance & Support

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• Acts as a resource for managers who feel unsure how to have menopause conversations

• Provides scripts, guidance, and confidence-building tools

• Encourages compassionate, lawful, and person-centred management practices

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Advocacy & Culture Change

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• Champions menopause as a workplace wellbeing and retention issue

• Supports the organisation to build a menopause-positive culture

• Ensures menopause is included in wellbeing strategies and staff communications

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Data, Feedback & Continuous Improvement

• Gathers anonymised feedback to identify trends and gaps in support

• Helps evaluate the effectiveness of menopause initiatives

• Supports continuous improvement without breaching confidentiality

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What a Menopause Support Officer is  not

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• Not a medical professional or prescriber

• Not a therapist or counsellor

• Not a replacement for HR or Occupational Health

• Instead, they act as a trained, informed bridge between employees and organisational support systems

Why the Role Matters

Organisations with menopause support see:

• Improved staff retention and reduced absenteeism

• Increased productivity and engagement

• Reduced risk of discrimination claims

• Stronger reputation as an inclusive, supportive employer

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