.png)
Menopause and Andropause Workplace Programme
Menopause and andropause don't happen in a single afternoon. Neither does real support. A six or twelve month programme, built around your workforce, covering nutrition, sleep, stress, confidence, and communication, with separate groups for women and men so people can actually be honest.
How it works
Most organisations begin with The Hormonal Phase Gap, our standalone joint session for the whole team. From there, the programme splits into the Menopause Support Group and the Andropause Support Group, same structure, different content, because what women need to hear about their experience isn't the same as what men need to hear about theirs.
​
Where someone sits isn't decided for them. People are welcome to join whichever group reflects their own experience - menopause or andropause, including trans and non-binary colleagues, particularly where hormone therapy is involved. The split exists to protect honesty in the room, not to draw a hard line around who belongs where.
Phase One: Foundation (months 1 to 6)
Monthly one-hour sessions covering nutrition and blood sugar, sleep, stress and the nervous system, movement and its impact on hormone health, confidence and identity, including what reduced hours or leaving work can mean for long-term financial security, and communication, including a guide for navigating conversations at home as well as at work. Each session includes a short educational piece and open space for questions. A workbook goes home with every participant.
Phase Two: Sustain (months 7 to 12)
The group starts holding more of this for itself. Ongoing education continues alongside open discussion, personal growth, and confidence, with a growing focus on advocacy, having the words to speak up in a review, a meeting, or a request for adjustments, not just feeling more assured generally. Champion training gives your workplace people who can carry the conversation forward, supporting one another as much as being supported. Sessions become more responsive here, picking up whatever's actually come up for the group by this point, rather than following a fixed script, with a check-in around month nine as well as at the close, so there's still time to adjust course based on what's actually landed.
What HR receives
Anonymised, thematic feedback at key points across the programme, never anything about named individuals. A live read on what's actually affecting your workforce, feeding directly into your risk assessment and policy review.
What this costs you if you do nothing
Nearly a third of UK working women aged 40 to 65 have considered leaving their job because of menopause symptoms, and 7 percent already have. Women experiencing even one severe symptom at 50 are 43 percent more likely to have left work by 55. Oxford Economics estimates that replacing a woman on £25,000 who leaves due to menopause symptoms costs an employer over £30,500. That's before accounting for lost institutional knowledge, absence costs, or the impact on the rest of the team covering the gap.
​
The andropause picture is less measured, simply because almost nobody is tracking it, but the underlying mechanism, reduced motivation, disengagement, and men quietly withdrawing rather than raising what's actually going on, carries the same real cost in reduced productivity and retention.
Pricing
Every programme is shaped around your organisation's size and needs, so six and twelve month programmes are priced individually. Booking the full twelve months upfront carries a preferential rate against booking two separate six-month blocks. Get in touch for a tailored quote.
Staying connected after the programme
Once the structured programme ends, many organisations want to keep the conversation open. Quarterly or ad hoc sessions, health updates, and additional support are available on their own pricing structure.
Gosport, UK
.png)
Join Us
Join our email list and get early access to up and coming talks and guides
