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Menopause and Andropause support that meets the new legislation, and your people, properly.
Workplace menopause, andropause and wellness training and consultancy for organisations across Hampshire and the South Coast, delivered by a Level 5 clinical practitioner, not a generic wellbeing trainer.
Rhu Strand | Level 5 Functional Wellness Practitioner | Workplace Wellness Consultant | Gosport, Hampshire
April 26
Menopause Action Plans - Encouraged
Spring 27
Menopause Action Plans - MANDATORY
From April 2026, large employers are encouraged to publish Menopause Action Plans alongside their gender pay gap data. From spring 2027, this becomes mandatory for organisations with 250 or more employees.
Employers of every size already carry a duty of care under existing equality and health and safety law. Where menopause symptoms are severe or long-lasting, reasonable adjustments are not optional.
According to CIPD, only around a quarter of UK organisations have a stated menopause policy or support measures in place. Most are not short on willingness. They are short on knowing what good support actually looks like in practice.
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The same gap in understanding exists for andropause, without any legislation yet driving the conversation.
Session-Based Support
One-off sessions for your team, whatever stage you're at.
Complimentary Introduction Session
A short taster for HR and managers, giving you a feel for the approach before committing to anything further.
Free
The Hormonal Phase Gap
A single 60 minute joint session for your whole team, built around Rhu's original concept explaining why midlife hormonal change so often gets misread between colleagues - Find Out More
From £500
Lunchtime Awareness Sessions
A 60 to 90 minute session for your whole team. What perimenopause and andropause actually involve, how they show up at work, and what colleagues and managers can do to help.
From £400
Manager and HR Training Workshops
A half-day, deeper session for the people who need to have these conversations. How to approach absence and adjustments fairly, and how to build a genuinely supportive culture.
From £750
Menopause Champion Training
Training and ongoing support for an internal champion or ambassador, giving your people a trusted, informed point of contact.
From £750
Ongoing Support
For organisations ready to build something that lasts longer than a single session.
Employee 1-on-1 Support
Direct clinical support for individual employees, funded by your organisation, addressing the root cause rather than just managing symptoms.
Priced per package, get in touch
Menopause and Andropause Workplace Programme
A six or twelve month programme building deeper, lasting change across your workforce - Find Out More
Priced per package, get in touch
Lunchtime Awareness Session Topics
Every session is built around your team's actual needs, but here are five starting points.
​​Menopause Awareness for All Staff
What perimenopause and menopause actually involve, why symptoms show up the way they do, and what genuinely helps. Built for the whole team, not just those experiencing it.
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Andropause: The Hormone Health Conversation Nobody's Having
Male hormone health in midlife is rarely discussed and even more rarely understood. This session covers what andropause is, why it matters, and why it deserves the same seriousness as menopause.
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Stress, Cortisol and Hormonal Health
Why chronic workplace stress does not just feel bad, it actively disrupts the hormones behind energy, mood and focus for every member of your team, not only those in midlife.
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Blood Sugar and Energy at Work
The science behind the afternoon energy crash, and why blood sugar stability affects concentration, mood and productivity across your whole workforce, not only during midlife.
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Supporting Your Team Through Hormonal Change
A manager-focused session on recognising what's happening, having a confident first conversation, and knowing when and how to signpost further support.
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Looking for something with a bit more depth? The Hormonal Phase Gap is a standalone session, see above.
Why Me
Most workplace menopause training is delivered by coaches with an awareness certificate. I am a Level 5 clinical practitioner.
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Level 5 Functional Wellness Practitioner, recognised by the Federation of Holistic Health
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Background in human resources, so I understand organisational structure and policy, not just biology
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Years of experience co-facilitating a local menopause support group in Gosport
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One of very few practitioners who addresses both perimenopause and andropause, because they frequently affect the same household and the same workplace
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Currently developing the nutrition framework for a wellbeing app addressing teacher cortisol burnout​
I work alongside GP care, not instead of it. My role is to bring clarity, education, and practical tools, not to diagnose or replace medical advice. My focus is on the hormonal changes associated with ageing, including menopause and andropause, and if your organisation has specific questions about supporting transgender employees, I would always recommend working alongside a specialist gender health service in addition to any general wellbeing support I provide.
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Scroll down for a deeper dive into the new legislation and what that means for you.
Why Andropause Too
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Hormonal change in midlife is not only a women's issue. Andropause, the gradual decline in testosterone many men experience from their forties onward, affects energy, motivation, mood and focus at work, and it is almost never named or addressed.
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I work with organisations on both sides of this conversation. In practice, this often means supporting couples going through it at the same time, and giving managers the confidence to recognise it in male colleagues who may not have the language for what they're experiencing.
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I recommend treating andropause with the same seriousness as menopause, not as an afterthought.
If you have just received a message from me directly, thank you for taking the time to look further. This page exists so you can see exactly what I offer and why, without any pressure. There is no obligation attached to looking around, and I would always rather have an honest conversation than a rushed sale.
If you are working on your Equality Action Plan, or simply want to understand what good menopause support looks like for your organisation, I would be glad to talk.
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Or email rhu@rhustrand.co.uk directly
workplace-menopause-consultancy
What the new legislation actually requires
Six recommended actions for supporting employees experiencing menopause. Here is what each means in practice, and where I fit.
Train managers
Managers able to spot what is happening and have a confident, sensitive first conversation.
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My workshops go beyond awareness, into the physiology behind what managers are seeing.
Support groups and networks
A regular, safe space for employees to talk to each other.
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I already run one in Gosport, so I can help build one that actually works.
Occupational health advice
Employees having somewhere to go for guidance, beyond their line manager.
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Employer-funded 1-on-1 support, alongside GP care, not instead of it.
Workplace adjustments
Flexible hours, temperature control, uniform changes, rest breaks.
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I help managers understand why these requests matter, so they are granted with understanding.
Menopause risk assessment
Checking ventilation, facilities, and shift patterns for anything worsening symptoms.
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Best run alongside any training I deliver.
Policies and procedures
Making sure absence and performance processes do not quietly penalise a health issue.
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My HR background means I can help sense-check this.
Does this apply to me?
Large employer, 250 or more staff
Yes, directly. From spring 2027, you'll need an Equality Action Plan covering menopause support, alongside your gender pay gap data. Most organisations haven't started, and don't yet know which of the six actions to prioritise, or what good looks like once you get past the policy language. That's exactly where I come in.
Small or medium business
The mandatory reporting duty doesn't apply to you. But the Equality Act 2010 and the Health and Safety at Work Act 1974 already require you to make reasonable adjustments where symptoms are severe or long-lasting, whatever your size. For most SMEs, this isn't really about legislation. It's about not losing an experienced team member, or a manager finally knowing what to say instead of avoiding the conversation.
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Sole trader or self-employed
The legislation doesn't touch you directly, but the conversation probably still does. Most people at this stage of business know someone, a colleague, a partner, themselves, going through it. If that's you, the same support applies, just without an employer footing the bill.
Frequently Asked Questions
Do I need to do anything if we have fewer than 250 employees?
The mandatory reporting duty only applies to employers with 250 or more staff. But the Equality Act 2010 and the Health and Safety at Work Act 1974 already require every employer, whatever the size, to make reasonable adjustments where symptoms are severe or long-lasting. Most smaller businesses I work with aren't thinking about legislation at all, they're thinking about a team member they don't want to lose.
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How is this different from generic menopause awareness training?
Most workplace training tells people the topic exists. I go a layer deeper. As a Level 5 clinical practitioner, I explain why the symptoms happen, so managers understand what they're actually looking at, not just what a policy document tells them to do about it.
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Is the training accredited or certified?
It isn't a formal accredited qualification, and I'm upfront about that. What I offer is education and workplace training drawn from my own clinical expertise, delivered the same way a nutritionist or an HR consultant would run a workshop. I work alongside GP care, not instead of it, and I never diagnose or prescribe.
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Do you only work with women, or with the whole organisation?The whole organisation. I cover both menopause and andropause, since the hormonal picture in midlife affects men too, and almost nobody is addressing that side. Group sessions run together where that makes sense, and separately where privacy matters more, so people can be honest. That often means supporting managers, HR teams, and couples where both partners are going through it at the same time.
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What does it cost?
A complimentary introduction session is available for HR and managers who want a feel for the approach first. The Hormonal Phase Gap, a standalone joint session for your whole team, starts from £500. Lunchtime awareness sessions start from £400. Manager and HR half-day workshops and Menopause Champion training both start from £750. Employee 1-on-1 support and the ongoing Menopause and Andropause Workplace Programme are both priced individually, get in touch to discuss what your organisation needs.
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Do you only work in Hampshire?
I deliver in person across Hampshire and the South Coast, and I work with organisations anywhere in the UK online.
Gosport, UK
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