Menopause Support Programmes
Menopause support does not fail because of a lack of awareness.
It fails because it is not implemented in a structured, consistent and sustained way.
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Menopause Support Programmes are designed for organisations that want to move beyond one-off activity and build a clear, practical approach that works over time.
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This is where menopause support becomes embedded, understood and measurable.
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These programmes are designed to support organisations in developing and implementing effective Menopause Action Plans, ensuring that support is not only defined, but consistently delivered and embedded across the organisation.
What this work involves
These programmes typically run over 6 to 12 months, or longer, depending on the organisation.
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They bring together the key elements required to support employees, equip managers and retain senior female leaders.
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This is not a single intervention.
It is a structured approach that ensures support is visible, consistent and effective across the organisation.
What a programme may include
Each programme is shaped around your organisation, your people and your current level of provision.
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A typical 6-12 month programme may include:
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organisation wide menopause awareness sessions
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targeted manager, HR or menopause champion training
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menopause risk assessments and practical workplace adjustments
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guidance and support clinics for employees
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individual menopause audits for more focused support
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These elements work together to create a clear, accessible framework for menopause support that goes beyond policy and into day to day experience.
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Without this level of structure, organisations often invest in isolated activity that raises awareness but does not lead to consistent or measurable change.
"Angela recently delivered a session for me aimed at HR professionals on the topic of Menopause. Absolutely blown away by her knowledge and the amount of information she took us through in just one hour. Such a natural presenter, Angela is super friendly, engaged with the audience and encouraged questions. Angela shared her own experiences with the topic which really brought it to life. I believe all organisations should book in sessions like this to educate and support their teams. As a manager, colleague or HR professional I think it is helpful for us all to be aware of the symptoms and the support that people around us might need. Highly recommend!"
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Claire Cathcart - Founder The Elevate Hub
The commercial impact
When menopause support is not implemented in a structured way, the impact is not contained to individual experience.
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It shows up in retention, performance and leadership continuity.
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Organisations may see:
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experienced female leaders stepping back or leaving at a critical stagee
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increased cost of replacing senior talent
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disruption to leadership pipelines and succession planning
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slower progress on gender pay gap and representation targets
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In many cases, this is happening without being recognised for what it is.
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The cost is not only in who leaves, but in the capability, experience and leadership potential that is lost with them.
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This is where structured menopause support becomes a commercial priority, not a wellbeing initiative.
How programmes develop over time
As programmes develop, the focus shifts from implementation to refinement, measurement and leadership support.
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Longer term programmes may also include:
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executive and transformation coaching for senior female leaderse
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support in understanding and using data to inform Menopause Action Plans
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guidance on tracking impact, retention and engagement
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ongoing development of manager capability and organisational confidence
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This is where menopause support moves from activity into a sustainable, strategic approach.
What this delivers
When menopause support is implemented in a structured way over time:
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employees feel understood and supportede
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managers know how to respond and take action
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support becomes consistent across teams
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senior female leaders are retained at a critical point in their careers and continue to progress
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organisations protect performance, capability and leadership pipelines
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This is not about doing more.
It is about doing the right things, in the right order, and allowing them to take effect.
How this works in practice
Every organisation starts in a different place.
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Some are building from the ground up.
Others have taken initial steps and are looking for a more joined up approach.
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I work with you to shape a programme that reflects your current position, priorities and the level of support required.
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The focus is always on creating something practical, relevant and sustainable.
Not a series of disconnected activities, but a clear and structured approach that delivers results over time.
Programmes are typically delivered over 6 to 12 months or longer, depending on scope and organisational size.
Next steps
If you are looking to move beyond one-off activity and implement menopause support in a way that is consistent, credible and effective, this is where that work begins.
Not ready to have a conversation yet?
That is completely fine.
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For many organisations, the first step is simply understanding where they are now.
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The Menopause Workplace Readiness Checker has been designed to give you a clear, practical view of your current position.
It helps you identify what is already in place, where there may be gaps, and what may need attention as expectations continue to evolve.
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It can also be used as a useful internal tool to start conversations and bring more clarity to what is needed.