Get clear on
what effective menopause support looks like in your organisation.
Helping HR and People leaders move menopause from awareness to action.
How menopause shows up at work
Menopause does not show up at work in one clear, obvious way.
It affects people across every level of an organisation.
They might be building their influence, managing others, shaping strategy, or leading the organisation itself.
What changes is not capability.
What changes is how work feels in the body, confidence, energy and sense of self at work.
For some, it shows up as anxiety they have never experienced before.
For others, it looks like mental fog, disrupted sleep, reduced resilience, or a sudden loss of confidence in roles they have handled well for years.
Managers and colleagues often sense that something has shifted, but don’t always know what they are seeing or how to respond.
HR and People teams are left holding complex situations without clear frameworks or shared understanding.
When menopause is not properly understood at work, people are left to manage it alone.
The impact shows up in performance, conversations, absence patterns, engagement levels and retention, long before menopause is named as part of the picture.
Organisations that recognise this early and respond with knowledge, empathy and practical support protect their people and their talent pipeline.
Those that don’t often only see the consequences once trust, confidence or capability have already been affected.
Menopause in the Workplace. A Practical Readiness Review for HR and People Leaders
Menopause is already affecting performance, confidence, and retention in many organisations, whether it has been named or not.
This Menopause in the Workplace Readiness Review is a strategic tool for HR and People leaders who need clarity on where menopause may be impacting their organisation, what gaps or risks exist, and what level of support is actually required.
It goes beyond awareness. The review helps you assess current practice, surface inconsistency, and build a clearer internal case for proportionate, effective menopause support.
Designed for medium to large organisations, it can be worked through personally or used as a structured internal review to support informed decision making.
How organisations respond
And how I support
There is no single right way to support menopause at work.
What works is support that is thoughtful, practical and grounded in the reality of how your organisation operates and how your people experience work day to day.
That usually means starting with shared understanding.
Giving managers and HR teams the confidence to respond well.
Ensuring people have access to trusted resources and support when situations are complex or personal.
And having policies in place that are practical, understood and actually work in day to day working life.
This is the work I do with organisations.
I design and lead menopause support that brings together awareness, guidance, training and coaching, delivered either directly by me or alongside trusted associates when scale or scope requires it.
The aim is always the same.
To share knowledge widely, build understanding of what menopause really means in daily working life, protect confidence and capability, and help organisations retain the talent they value.
Support can look different depending on where an organisation is starting, what it is already seeing, and what is needed most.
My work with organisations usually sits across four areas. These can stand alone, or be combined and shaped together, depending on what will be most effective.
Have a Conversation
If your organisation is already thinking seriously about menopause support, the next step is usually a conversation.
That might be to explore what you are seeing, what is being asked for internally, or how support could work in practice for your organisation and your people.
There is no fixed starting point.
Support is always shaped around your context, priorities and needs.
If it feels helpful to talk things through, you’re welcome to get in touch.