Menopause at Work

Experience matters. Let it thrive.

Your people bring years of knowledge, perspective and care to work. Menopause should never be the reason that experience is lost.

A 12-month programme that helps your organisation understand, support and make meaningful change.

From understanding to everyday action.

• Open the conversation — Build a shared language, understand the starting point and bring leadership into the conversation.
• Make support tangible — Give each group the skills it needs. Turn good intentions into conversations, adjustments and a workplace policy.
• Make it part of work — Embed what works, support your internal champions and review progress so the work continues beyond the programme.

The right support, for the right people.

• Executive leadership — Lead with understanding. — Give the programme visible backing. Connect menopause support with the organisation’s people strategy and establish clear ownership.
• All employees — A conversation everyone can be part of. — Create a shared understanding of menopause and its possible impact at work. Help colleagues know how to listen and where support can be found.
• Line managers — Practical confidence, not guesswork. — Prepare managers to listen without assumptions, respond sensitively and agree practical support while respecting personal boundaries.
• Affected employees — Support, on their own terms. — Offer a space to understand the transition, discuss work-related needs and find appropriate support. Joining in never requires personal disclosure.
• HR & programme leads — A framework your organisation can use. — Turn learning into an adopted policy, a clear support process and a programme that fits your teams, sites and working patterns.
• Internal ambassadors — A familiar face. An open door. — Equip colleagues to become approachable internal contacts, with clear boundaries and referral routes. They offer support, not clinical advice.

Let’s make it clear.

• How much time will our employees need? — The programme contains 18 core sessions of 90 minutes, or 27 hours in total across six audiences. People attend the pathway relevant to them. For example, all employees have five sessions; managers have four targeted sessions plus open sessions. HR also needs around 3–5 hours each month for coordination.
• Can the programme fit our locations and shifts? — Yes. We scope delivery with you around company size, locations, working patterns and language needs. Repeated cohorts and sessions are agreed in the proposal, rather than assumed to be included in the 18 core sessions.
• Is participation confidential and voluntary? — Participation in the affected-employee pathway and support circles is voluntary. No one needs to disclose personal health information. Circles are designed as confidential spaces with agreed ground rules. Organisational measurement uses anonymous baseline and follow-up feedback.
• Does the programme provide medical care? — No. It provides workplace education, practical support and signposting. It does not diagnose, prescribe or replace advice from a qualified healthcare professional. Internal ambassadors have clear boundaries and referral routes.
• What does it cost? — We prepare a tailored proposal after understanding your workforce, locations, delivery needs and existing support. Scope, delivery arrangements and fees are agreed before the programme starts.
• What happens after the twelve months? — The aim is to leave a usable policy, trained managers, internal support contacts and a clear plan for the following year. Support circles move towards internal facilitation, with the first two facilitated externally.