How we can help your business

Making menopause inclusivity a priority not only improves your organisation’s performance and financial bottom line, but also makes it a great place for employees to work.

Why take menopause in the workplace seriously?

Making menopause an inclusive subject that no one is afraid or embarrassed to talk about helps make an organisation a great place to work, giving employees the confidence to ask for help and support if they need it.

Educating and informing leaders and managers to understand what menopause is, how it can affect an employee and how your business can help means they can have great conversations and provide the right support.

It’s the right thing to do, and if that’s not enough, it helps your organisation’s performance and financial bottom line too.

Increase productivity

Great companies invest in their employees, and experienced employees are your business’s biggest asset.

If menopausal symptoms are affecting performance or relationships, whether that’s obvious or hidden by the employee implementing ‘coping mechanisms’, your support can make a huge difference.

Lower absence levels

According to research the groups who experienced the highest rates of sickness absence included women, older workers and those working in the largest organisations.

It is not clear how much absence is a result of menopause because this is not surveyed, however, 3 in 4 women experience symptoms, 1 in 4 severe.

So it makes sense that absence can be reduced with some simple, low-cost changes to support women experiencing symptoms.

Reduce your recruitment costs

Research said that 1 in 4 women annually consider leaving work due to their menopause.

According to research, replacing leavers costs is very costly and includes direct recruitment costs as well as the less tangible elements of bringing a new member of the team up to speed through induction to the required level of performance

Reduce the risk of being taken to a tribunal

Reduce the risk of being taken to a tribunal for violation of employee rights

The average cost of defending a tribunal doesn’t include any awards or claimant’s legal fees, which you need to pay if they win or hiring an employment lawyer.

How we can help

Working closely with organisations, we help them introduce the right solution for them.

These are often simple or minor changes with a small investment that could potentially achieve swift and significant returns.