Addressing the menopause in the room

“Menopause isn’t a quiet, personal health issue; it’s a commercial talent leak and it belongs at the very top of the business agenda.”
Sophie Wheater, ex-CMO giffgaff, Founder of The M Word

Under upcoming UK legislation, menopause support sits inside your mandatory Equality Action Plan, right next to your Gender Pay Gap. Compliance is just the starting line. We exist to go beyond the tick box. We help organisations protect irreplaceable institutional memory, turning board-level commitments into practical operational support across your entire workforce, from the shop floor and warehouse, to the office and executive suite.

Built on decades of senior corporate leadership and real lived experience, we connect what the business needs to deliver with what your people actually face on the ground.

Talk to us How we work

Why now?

Menopause touches one of the most experienced parts of your workforce. Most of it happens in silence.

4.5 million

women aged 50 to 64 are in work in the UK.

Source: House of Commons Women and Equalities Committee

900,000

women in the UK have left a job because of menopause symptoms.

Source: BUPA, cited by the House of Commons Women and Equalities Committee

14 million

working days are lost across the UK economy each year to menopause-related absence.

Source: Health and Her, cited by the House of Commons Women and Equalities Committee

Twelve vintage portrait photographs of women in three rows, each row's faces struck through with a black crayon line

Equality action plans are coming. Start with real action.

Under the Employment Rights Act 2025, private-sector employers with 250 or more employees across England, Scotland and Wales will be required to publish annual Equality Action Plans covering both their Gender Pay Gap and menopause support, mandatory from spring 2027.

Don’t just tick the box

A generic policy document won’t stop experienced women from stepping down or resigning. Meeting the mandate with a tick-box exercise leaves your leadership pipeline vulnerable and your business exposed to preventable talent loss.

Protect female talent

Unmanaged symptoms cause 1 in 10 women aged 45 to 55 to leave the workforce entirely at the peak of their careers. Replacing a senior employee can cost up to 8 times her monthly salary in recruitment, onboarding and erased institutional memory.

Source: CIPD, Menopause in the Workplace Survey; Centric HR, analysis of employee replacement costs

The diversity dividend

Companies with greater gender diversity on their executive teams are 39% more likely to financially outperform their peers. You cannot maintain executive diversity if your mid-career female pipeline is leaking.

Source: McKinsey & Company, Diversity Matters Even More (2023)

Get it sorted now.

We help you develop the menopause actions within your plan and turn legal compliance into a market-leading retention strategy.

Develop your action plan today

A policy sets the intention. What leaders & managers do next makes it real.

Our approach

This isn't decline. It's a shift.

Menopause can affect how people feel and function at work. It does not erase their experience, capability or ambition.

Too often, changes in confidence, concentration or energy are read as a loss of commitment or ability. We help organisations question those assumptions. Understanding the neuroscience of menopause changes everything. When employees and line managers know how the brain adapts during midlife, stigma gives way to understanding and practical, everyday support.

Our starting point is straightforward: experienced people have more to contribute. The right support gives them room to navigate the transition and continue shaping their careers.

What makes us different

Business priorities, human understanding

We connect menopause support with talent retention, leadership continuity and the knowledge a business depends on.

Support across the whole workforce

Working conditions matter. We consider the realities of shifts, uniforms, physical roles and limited flexibility, alongside the pressures of office and executive work.

Research made practical

We translate research into language people can use. Our four-bucket teaching framework groups experiences into neurological, sensory, metabolic and emotional categories, helping managers understand the conversation and explore practical support.

Action you can review

We help organisations move from intentions to clear actions, with responsibility for delivery and ways to review progress. The question is whether support is reaching people and making a difference.

Space for the individual

Coaching gives people time to think, rebuild confidence and decide their own next steps. Support should reflect the person, their role and their circumstances.

Built on lived experience

We know what it feels like to navigate menopause while trying to keep delivering at work. That experience shapes the questions we ask, the assumptions we challenge and the support we build, alongside our corporate and coaching expertise.

How we help

Starting the conversation

Awareness for everyone, to reduce stigma and build an inclusive culture.

Supporting the conversation

Training for line managers on supportive conversations and the duty to make adjustments.

Expanding the conversation

Facilitated group sessions for employees experiencing menopause.

Deepening the conversation

One-to-one coaching for the people who need it most.

See everything we offer

Let’s talk.

When experienced people leave, their knowledge, relationships and judgement leave with them. Meaningful menopause support helps protect that experience and gives people room to keep growing.

Talk to us