A good employee
shouldn’t have to
fall apart quietly.
Hot flashes, broken sleep, unpredictable bleeding, anxiety, trouble concentrating. None of it stops at the office door, and almost nobody feels able to name it at work.
You get to decide how much you share.
The conversation works better when it is about the effect at work and the practical change that would help — not a tour of your medical history. That is a smaller, safer conversation than most people fear, and this planner helps you prepare it.
I run a health system. The support that actually helps is usually unglamorous: temperature, timing, breaks, privacy, a manager who listens without turning you into the company’s menopause educator.
What the planner covers
- Wording you can use that names the effect without disclosing a diagnosis
- Practical adjustments worth asking for — temperature, scheduling, breaks, restroom access, uniforms, privacy, remote or hybrid options
- How to decide what you actually want before the meeting
- For managers: how to listen without diagnosing, and what to do next
- For employers: what to review across training, benefits, and accommodation processes
Get the planner
Free. One email address gets you the workplace planner and the rest of the library — symptom trackers, appointment prep, question lists, partner guides. Twelve tools in total. You’ll also get my letter, roughly twice a month. Unsubscribe whenever you like.
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For leaders
Bring this to your team
I speak to leadership teams and healthcare organizations about where women get dismissed, where care becomes fragmented, and what an organization can actually change.
Speaking →General education only, not legal, HR, or medical advice. Review accommodation and leave language with qualified counsel; requirements vary by location and circumstance.