Turning menopause compliance into retention, capability and culture change.
A practical, business-focused solution that moves beyond policy to build the leadership capability, support infrastructure and everyday practices needed to retain experienced talent.
Not a policy exercise.
Menopause support is not a policy exercise. It is a retention, inclusion and leadership capability challenge.
Our solution helps you move beyond compliance and build the policies, support infrastructure and everyday leadership capabilities needed to retain experienced talent. We work across the full picture — policy, management practice, culture and measurement — so that the change is real and lasting, not a box-ticking exercise.
Our solution not only helps optimise your organisation's menopause policy, procedures and support infrastructure, but also your people capabilities — by building leader, manager and co-worker capability to respond confidently, fairly and humanely.
A strategic lever, not just a compliance requirement.
This service helps organisations prepare for the 2027 requirements while using menopause as a strategic lever for workforce retention, inclusion and leadership effectiveness.
The cost of ignoring this is not only legal and reputational. It is the quiet exit of experienced, skilled women at the peak of their capability — and the erosion of the management confidence needed to retain them.
Used as a strategic lever for
- Retaining experienced talent
- Reducing avoidable absence & exit
- Improving manager confidence
- Gender pay gap & progression
- Reducing legal & ER risk
- Psychological safety
Five stages, one integrated approach
From understanding where you are now to measuring lasting change — each stage builds on the last.
- 1Diagnose
Menopause Readiness Review
A short, structured review of your current approach — covering existing policies, manager guidance, employee listening data, gender pay gap risks, benefits and EAP provision, and whether people can actually talk about this in your organisation.
Output: impact report — strengths, gaps, risks and priority actions
- 2Design
Policy & Support Infrastructure
Making it real — not simply writing a policy, but ensuring your organisation has a usable support ecosystem. We build the complete toolkit managers and HR need to act with confidence and consistency.
- Menopause policy
- Manager conversation guide
- Reasonable adjustments framework
- Support pathway
- Comms plan
- Measurement dashboard
- 3Enable
Applied Capability Workshops
Workshops that do not simply inform — they build applied capability across the leadership and workforce population. Four targeted programmes, each designed for a distinct audience.
- 4Embed
Tools, Nudges & Manager Aids
Avoiding the "great workshop, no behaviour change" problem. Practical assets that help learning transfer into day-to-day practice — on desks, in systems and in conversations.
- Manager conversation checklist
- Adjustment menu
- What to say / not say guide
- HR triage guide
- Team discussion guide
- Internal comms templates
- Employee self-advocacy guide
- Policy-to-practice flowchart
- 5Measure
Retention & Inclusion Impact
Closing out with real measurement — helping you understand whether your organisation is removing avoidable barriers, not simply tracking training attendance.
- Retention rates by age band
- Exit interview themes
- Absence trends
- Manager confidence
- Adjustment resolution time
- Progression & promotion data
- Gender pay gap alignment
Four workshops. One population each.
Each workshop is designed for a distinct audience — from the boardroom to the wider workforce — so that capability is built at every level, not just in one place.
From Mandate to Retention Strategy
groupsHRDs, People Partners, DEI leads, Wellbeing leads
Connecting menopause to retention, pay gap and succession strategy. Aligning policies across absence, performance, flexibility and wellbeing. Designing support pathways and identifying legal and employee relations risk.
Output: a clearer operating model and action plan for your people team
Menopause as a Talent & Culture Risk
groupsExCo, senior leaders, business unit heads
Why menopause is a business issue. The cost of losing experienced talent. How senior leaders sponsor the change and link menopause to gender equity, productivity and workforce sustainability.
Output: senior leaders understand the commercial and cultural case, not just the legal one
Confident Conversations & Practical Adjustments
groupsPeople managers
What managers need to know — and what they do not. How to respond to disclosure, discuss adjustments without being intrusive, handle absence and performance fairly, and when to involve HR or occupational health.
Output: managers can hold better conversations and make appropriate, consistent decisions
Creating Menopause-Aware Teams
groupsWider employee groups
Basic awareness without over-medicalising. Reducing stigma, respecting privacy, avoiding assumptions and building team norms around flexibility and inclusion that do not depend on one-to-one disclosure.
Output: a safer culture less reliant on individual disclosure to trigger support
Explore related solutions
This specialist solution sits alongside our wider workshop families and other focused programmes.
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Learn morearrow_forwardApplied Capability Workshops
The wider family of interactive, evidence-based workshops that strengthen leadership, workforce performance and decision-making under pressure.
Learn morearrow_forwardReady to move from mandate to momentum?
Whether you need a readiness review, policy support, leadership capability or the full integrated solution, we would be happy to design the right approach for your organisation.