The health issue already in your attrition data, and not yet in your wellbeing calendar.

Your organisation loses women in their forties and fifties for reasons that never appear in an exit interview, because there is no language at work for the actual one.

Retention. Replacing a senior employee costs up to twice her salary, and the women leaving are the ones with the most institutional knowledge and the shortest remaining distance to a leadership role. One in eight working women aged 45 to 60 has already had an adverse work outcome from symptoms nobody at work has a word for.

Productivity. A woman managing sleep loss, pain or cognitive symptoms while pretending she is not is doing two jobs. The second one is invisible and it is exhausting, and it shows up as presence without output rather than as absence.

Inclusion. An organisation that can talk about mental health, caring responsibilities and fertility, and not about this, has drawn a line around one group of employees and told them which part of their health is unspeakable. That is what people hear, whether or not it is what was meant.

Sources: Gallup and the Society for Human Resource Management, replacement-cost benchmarks; Mayo Clinic Proceedings, 2023.

The number is already in your own data, split by age band and gender. It takes an afternoon to find. Almost nobody has looked.

The question every room asks at the end of a good session is what happens on Monday.

Menopause at Work is the answer. An employer programme built to The Menopause Society’s Menopause and the Workplace Consensus Recommendations and to the accommodation duties now in force in Rhode Island and, from 1 January 2027, Philadelphia. Four parts: a launch keynote, an employee pathway of six modules, two manager workshops, and a human resources working session with a model policy, notice, request form and workflow. It includes the module every other employer programme leaves out: desire, pain and intimacy after treatment.

Every Menopause at Work programme will include copies of The Midlife Body Guidebook, so the conversation continues after the session ends.

Education, not treatment. Every claim sourced to a Menopause Society position statement or to the law itself. Designed to be delivered beside a Menopause Society Certified Practitioner, whose recruitment is under way. Outcomes measured with validated instruments and published annually. A sliding scale for nonprofits, public sector and majority low-wage workforces.

Planning for World Menopause Day on 18 October?

This is the date most organisations discover they have a menopause commitment and no session to put behind it. Tell us the room and the date, and we will tell you which talk fits.

A menopause policy starter template, a manager conversation guide and a menopause friendly workplace checklist. No login, and nothing that needs a budget to start.