Menopause at Work

From 1 January 2027, Philadelphia employers must provide reasonable accommodation, on request, for perimenopause and menopause symptoms that substantially interfere with work. Rhode Island added menopause to its accommodation duties in 2025.

42 per cent of working women say their health has limited their career in the past five years. 15 per cent of women with menopause symptoms have decided against a promotion or leadership role (Gallup and Pivotal Women’s Health Survey, 2026).

More than one in three women first learn what menopause symptoms are while experiencing them (Gallup and Pivotal, 2026).

Menopause symptoms cost the United States an estimated 26 billion dollars a year in medical costs and lost work time (Mayo Clinic Proceedings, 2023).

Fifty to sixty minutes for the whole organisation. What is happening, why it reaches work, what changes now. Live or virtual.

Six modules, text with audio, about three hours at your own pace, plus one live session. Includes the module on desire, pain and intimacy that other employer programmes leave out.

Two ninety minute workshops. Receiving a disclosure, running the interactive process, the accommodations that work, what to say and what never to say, and how to record it. Every manager leaves with a one page conversation guide.

A half day working session with a model policy, workplace notice, accommodation request form, workflow and manager training record.

Rhode Island and Philadelphia. Covered by manager workshop two and the human resources workflow.

Rhode Island. Covered by the human resources templates.

Counsel guidance under both laws. Covered by the manager pathway.

The Menopause Society consensus recommendations. Covered by the human resources pathway.

The consensus recommendations. Covered by the employee pathway.

40 per cent of list price for non profits, the public sector and employers whose workforce is mostly lower paid.

A Spanish language employee pathway within six months of the first sale.

Materials built to the Web Content Accessibility Guidelines at level AA. Audio transcribed. Live sessions captioned.

Released free to any employer under a menopause accommodation law.

Every claim sourced to a Menopause Society position statement, the consensus recommendations, peer reviewed research or the law itself. A full reference list comes with every engagement.

Outcomes defined before delivery. The Menopause-Specific Quality of Life questionnaire and the Female Sexual Function Index at intake and exit, voluntary and de-identified. Retention of women aged 45 to 60 tracked as the main employer outcome.

An advisory panel is being formed: a Menopause Society Certified Practitioner, an employment lawyer, a patient advocate and a human resources leader. Results will be published in an annual public report, whether or not they are good.

Education only. No diagnosis, no dosing, no claims about symptom relief. Managers are never trained to ask about medical or sexual health detail.

3,500. One ninety minute manager workshop for up to fifteen managers, plus the policy, notice, request form and workflow. Built for Rhode Island and Philadelphia businesses with fewer than fifty staff.

8,000 to 15,000. The keynote, live or virtual, for the whole organisation.

12,000 to 20,000. Manager workshops one and two, the human resources working session, and every template.

25,000 to 40,000. Keynote, employee pathway with twelve months of access, manager and human resources pathways, and one follow up session.

9,500. Two day training for a human resources lead or Certified Practitioner to deliver the manager pathway internally. Materials and annual refresher included.