Menopause in the Workplace:
Preparing for Menopause Action Plans

With menopause action plans on the horizon, organisations can no longer rely on good intentions alone. Employers are increasingly expected to demonstrate clear, practical, and measurable support for colleagues experiencing menopause.

From April 2026, the Employment Rights Act introduces voluntary menopause action plans in the UK, with the expectation that they will become mandatory for organisations with more than 250 employees by 2027. Now is the time to prepare.

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What we will cover

In this session, Angela Wilkins-Green will explore the impact of menopause at work, including its effect on performance, attendance, and employee wellbeing, and what meaningful workplace support looks like in practice.

Nic Elliott will focus on the evolving legal landscape surrounding menopause at work, including the practical implications of menopause action plans under the Employment Rights Act. He will provide insights to help organisations create inclusive, legally compliant environments that support employees experiencing menopause.

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Who should attend?

Whether you're an HR professional, business owner or manager, this session will provide valuable takeaways to support your organisation and guidance on what to expect.

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Click the image below to register to attend.

The Peri Pivot

Is it perimenopause, or is it time for a career change?

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At some point, a lot of women hit a strange patch at work. You are still capable, still experienced and still getting the job done.

But something has shifted.

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You find yourself second-guessing decisions that used to feel straightforward, your confidence feels less steady and your energy and resilience are not what they used to be.

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And then the questions creeps in.

Maybe I need a different job.
Maybe I need a different career.
Maybe I just cannot do this anymore.

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For many women, this starts in their early and mid forties, right around the time perimenopause can begin.

The difficulty is that most women have never been taught what perimenopause actually looks like.

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It is not just hot flushes.

It can show up as anxiety, brain fog, disrupted sleep, lower resilience, sudden self-doubt, and a feeling of not quite recognising yourself at work anymore, which leaves many women trying to work out what is really happening.

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Is this a genuine career crossroads?
Or is your nervous system and hormones screaming for support?
Or is it both?

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This 90 minute live workshop brings together two conversations that are rarely connected.

Angela Wilkins Green supports women navigating perimenopause and the impact it can have on confidence, identity and performance at work.

Kim Holland is a career pivot coach who helps women rethink and reshape their careers in a thoughtful, structured way.

Together, we will help you slow things down and get clearer on what might be going on before you make a big decision about your career.

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Click on the image below to find and more and register your place.

Menopause Support That Stands Up to Scrutiny

How Large Employers Turn Policy Into Measurable Performance and Retention

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Many large organisations have started to respond to menopause.

There is a policy.
There has been some awareness training.
There are good intentions.

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And yet, when you look closer, something doesn’t hold up.

Support is inconsistent.
Managers lack confidence.

Senior women are still questioning whether they can continue at the same level, and very few organisations can clearly show what impact their approach is actually having.

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This session is for organisations who know this is not enough. Because menopause at this level is not simply a wellbeing conversation, it is a performance issue, a retention risk and a leadership capability challenge.

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And increasingly, it is something that will be expected to stand up to scrutiny.

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In this 60 minute session, we will cover

Where large employers are getting stuck

• Why policy alone is not solving the problem

• The gap between intention and day to day reality

• What is still being missed at senior leadership level

What credible, effective support actually looks like

• How organisations move beyond awareness into real, usable support

• The role of leadership, manager capability and structure

• Why coaching and targeted support are critical for retention

The role of data, evaluation and accountability

• Why most organisations cannot currently evidence impact

• What meaningful measurement actually looks like

• How to build an approach that can demonstrate real change

A practical way forward

• How to start building a menopause approach that is structured, measurable and embedded

• What large organisations need in place now to stay ahead

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Click on the image below to register your place.