Menopause at Work

A Leadership-driven Approach to Workforce Sustainability

Protect experienced talent, strengthen leadership confidence, and reduce risk with structured organizational support. 

woman sitting in front of the laptop

The Story:

Menopause is a predictable life stage experienced by women during peak career years.  Women represent 51% of the global population, and up to 80% experience menopausal symptoms — many while continuing to lead, manage, and contribute at work.

As women aged 45–54 make up one of the fastest-growing workforce demographics, organizations risk losing decades of experience when menopause is unsupported.

The Problem:

Menopause often occurs when employees are highly skilled, experienced, and contributing at senior or critical levels. When it goes unsupported, organizations may face increased absenteeism and presenteeism, disruption to leadership pipelines, loss of institutional knowledge, rising recruitment costs, and added legal or reputational risk.

This is rarely a lack of care — it is a lack of structure, education, and leadership confidence.

a man and a woman sitting at a desk in front of a computer

Just in case you think this is JUST A WOMEN'S ISSUE....


Menopause is already part of our lives — through the people we love and care about.
A partner who seems different but can’t explain why. A mother who never spoke about it. A sister, a friend, or a colleague quietly trying to hold it together.

At work, many continue to struggle in silence, unsure how to ask for support or afraid of being misunderstood. Leaders often want to help — but don’t know what’s appropriate or where to begin.

four people all on laptops, two men and two women, listen to person talking in a board meeting

The Solution:

Menopause at Work - The Menopause & Workforce Sustainability Partnership

This strategic partnership helps organizations protect experienced talent and reduce avoidable workforce loss related to menopause.

Rather than one-time training, it offers a structured, scalable approach that builds awareness, strengthens leadership capability, and supports long-term workplace sustainability.

How Organizations Can Engage

These options will be tailored to any size of organization from 15 to 500 employees.

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Option A

Foundations

Menopause Awareness & Education

Builds essential awareness and understanding of menopause and its impact in the workplace, helping to reduce stigma and normalize discussion.

Focus areas include:

  • Understanding menopause and common symptoms
  • How menopause can impact confidence, engagement, and work experience
  • Creating shared language and awareness across teams
  • Establishing a strong foundation for future leadership support

Delivered: In-Person, Virtually, Hybrid, Self-Paced Components

Typical timeframe: 4–6 weeks

Timeframes may vary based on organizational size, delivery format, and readiness.

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Option B

Integration

Workplace Readiness & Leadership Enablement

Equips leaders, managers, and key workplace influencers with the confidence, language, and practical guidance to respond appropriately to menopause at work — while understanding its impact on retention, engagement, and workforce sustainability.

Focus areas include Option A+:

  • Leadership and workplace education
  • Practical language and conversation frameworks
  • Building confidence in appropriate, supportive responses
  • Connecting menopause readiness to retention and workforce sustainability

Delivered: In-Person, Virtually, Hybrid, Self-Paced Components

Typical timeframe: 4–6 months

Timeframes may vary based on organizational size, delivery format, and readiness.

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Option C

Sustainability

Menopause & Workforce Sustainability Partnership

A12-month strategic partnership supports organizations in translating menopause education and leadership capability into aligned policies, leadership practices, and long-term workforce strategy.

Focus areas include Option A & B+:

  • Leadership and executive alignment
  • HR and Health & Safety policy guidance
  • Ongoing advisory and strategic support
  • Reinforcing culture change over time
  • Supporting the retention of experienced talent

Delivered: In-Person, Virtually, Hybrid, Self-Paced Components

Typical timeframe: 12 months

Timeframes may vary based on organizational size, delivery format, and readiness.

For a full breakdown of each program - Contact to explore the right level of partnership for your organization? 
Contact to Explore the Right Level of Partnership
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Why Organizations are Acting Now!

Leadership, Risk & Workforce Advantage

Menopause at Work intersects with human rights, accommodation, and leadership responsibility. Organizations that respond proactively reduce risk, retain experienced talent, and strengthen their reputation as employers of choice.

Evidence-Informed & Aligned

With Best Practices

This work is informed by nationally recognized menopause workplace guidance, including the Menopause Foundation of Canada Workplace Playbook, and translated into practical, organization-specific strategies that reflect each organization’s culture, leadership structure, and workforce needs. 

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STILL HAVE QUESTIONS - CHECK OUT OUR FAQS HERE

Next Step

Every organization has unique needs, culture, and readiness levels. 
Following an initial strategic conversation, we develop a customized proposal that reflects:
  • Your organization's size and structure
  • Current state and readiness
  • Desired outcomes and timeline
  • Budget parameters
  • Contact us to discuss investment ranges appropriate for your organization.
Contact to Request a Strategic Conversation