For Ms Au Yoke Mei, 56, who previously worked in operations at an insurance company, trust is the most important factor.

“Even if (your company has) formal support policies, if you have a bad manager, they might not be understanding.”

Ms Au, who is now semi-retired and runs art workshops, said that managers should take employees at their word when they say they are unwell and need time off. 

Six years ago, she underwent surgery for endometriosis, a condition in which tissue similar to the lining of the womb grows outside it and can cause severe pain.

Both her ovaries were removed during the procedure, triggering surgical menopause.

Her female boss was so supportive that she even recommended gynaecologists to her, she recalled.

Working in a mostly female team at the time made it easy to open up, she said. By contrast, when she experienced debilitating endometriosis pain in her 40s and reported to a male boss, she was reluctant to share her difficulties with him. 

She would take half-days off when her menstrual cramps were particularly severe, but found explaining the situation to him too personal. 

She recounted: “When you’re trying to explain to your male boss why you’re not okay in the morning, but now you’re okay, it feels very strange.”

This is why Ms Ang from HeyVenus believes that companies should not make disclosure of an employee’s menopause status a prerequisite for receiving workplace support.

“I would encourage companies to make menopause visible without making women disclose that they are going through it, if they are uncomfortable to do that. Normalising the conversation needs to be thoughtful and intentional, with psychological safety built in.”

Companies can do this by explicitly including menopause in broader health and well-being arrangements that employees can access, she explained. 

The Singapore College of Insurance (SCI), which has 38 employees, 20 of whom are women, said that its partnership with HeyVenus helped it take that approach when it launched its menopause-friendly initiatives in April. 

SCI’s menopause programme includes gender-specific health screenings and access to HeyVenus’ digital health management platform. 

Employees can access support privately, as HeyVenus does not share personal health information with SCI, the college told CNA. 

In the programme’s first quarter, more than a third of eligible women voluntarily made use of the benefits.

“For us, the programme’s success is not measured solely by participation,” SCI said. 

“What matters is whether employees know where to turn for credible information, feel comfortable seeking support and are better equipped to make informed decisions about their health and well-being.”

Sometimes, even small gestures make a difference. 

Ms Tan, Surety’s co-founder, said that she had heard encouraging feedback in her engagements with companies here.

“Employees tell me they’re getting time off for appointments. Sometimes, it’s also gestures like companies providing desk fans and peppermint oil for hot flushes.”

“As women we are always being told to tahan (endure), and even more so in Asia, there is stigma around talking about periods. It’s a generational thing, but it is changing.”