One in three workers currently going through menopause have missed work in the past 12 months due to their symptoms, according to new research from AARP. Yet only 22 percent of employers offer menopause-specific benefits like flexible work arrangements, the opportunity to work near a window or a fan, or permission to modify the dress code to be more comfortable. The most common reason these accommodations aren’t provided? Employees haven’t asked for them, the study notes.

Nevertheless, some firms are being proactive. For example, in celebration of World Menopause Day last October, publishing company Wiley invited a menopause speaker to discuss its impact on women in the workplace. “This included tips on how to broach conversations on the topic as well as how to help team members thrive and grow, even while managing symptoms,” says Danielle McMahan, chief people officer at Wiley.

Mahone Rightler, who is also the founder of Elements 2Inclusion, a diversity and inclusion consulting firm, recently asked corporate leaders at an event whether they would like open conversations and training around menopause. “Almost every hand was raised,” she says, including those of many male attendees.

So how do you get company leaders to take menopause seriously? Start by being straight with your supervisor, experts advise. Mahone Rightler eventually told her manager about her struggles. “I found that sharing with my leader without going into great detail was the best solution because I knew my productivity was being impacted,” she recalls. “And honestly, the sweats didn’t leave me much choice.”

If you want to raise the topic with your own manager or company, here are some tips.

→ Be prepared. Create a list of symptoms that have been affecting your performance at work, and be ready to share what you have been doing to manage them, advises Lauren Winans, chief executive of Next Level Benefits, a human resources consulting firm based in Pittsburgh.

→ Consult your doctor. “I asked my physician to help me explain what I was dealing with,” Mahone Rightler recalls. By describing it from the lens of her physician, she was better able to keep her explanation simple and focused on the symptoms. 

→ Loop in HR. Ask your human resources representative to take part in the discussion, Winans suggests. That can ease fears of being given less meaningful work or being overlooked for promotions because of your menopause challenges. The HR rep also can guide your manager and support your quest for solutions.

→ Know what you want. Don’t expect your manager to come up with solutions for you. Instead, make suggestions, Winans says, such as requesting to occasionally work remotely or asking for access to air-conditioning or a fan.

→ Be ready to counter. Have a plan to respond to your manager’s hesitancies, Mahone Rightler says. For example, be ready to explain how you’ll fulfill work obligations from home, if that’s what you want.

→ Keep a record. After each meeting, reiterate what you agreed to via an email, Mahone Rightler says. That way, “you have documentation that you are still meeting and/or exceeding expectations.”

As more women speak up, employers might be more likely to provide menopause solutions if they don’t want to lose talent. “Women ought to feel comfortable approaching their managers on tough topics, and that includes those that may be impacting their health,” McMahan says. —Tamara E. Holmes