Negative impact at work
Say menopausal symptoms have had a mostly negative effect on them at work.
Lunch and Learn for employers
Menopause at work
Providing the appropriate support and ensuring legal compliance.
Join Jenny Winton, HR Consultant at Strategic HR, for a practical online Lunch and Learn on menopause at work. The session will explore the workplace impact, legal implications, what a good menopause plan should include, and the steps employers can take now to prepare before 2027.
Registration is managed through Microsoft Teams. Use the registration button to reserve your place for the online session.
Why this matters
The workplace impact is measurable, personal and commercial
Menopause at work can affect attendance, confidence, progression, retention and how supported employees feel. For employers, the impact is not only personal to the individual, it can also create wider costs for teams, managers and the organisation.
Unable to attend work
Have been unable to go to work as a result of menopause symptoms.
Considered leaving
Have considered leaving work due to a lack of support.
Feel discriminated against
Feel discriminated against because of menopausal symptoms.
Have left work
Have left work due to menopausal symptoms.
Career progression affected
Say menopause has had a negative impact on their career progression.
Why employers should act now
The economic cost of poor menopause support can show up through absence, reduced hours, employees leaving work, skills gaps and additional pressure on managers and teams.
Session context: these figures are used in the event deck from the CIPD report, Menopause in the workplace: employee experiences in 2023. The Lunch and Learn will focus on what employers can do practically, including support, planning, policies and manager confidence.
What we will cover
Practical checkpoints for employers and HR teams
This Lunch and Learn follows the key issues in the updated deck, from legal implications and action plans through to existing employer obligations, plan contents, governance, culture and the business benefits of acting now.
Built for practical action: the session is designed to help employers understand what support should look like, what needs to be documented, and how managers can respond appropriately and consistently.
Legal implications and action plans
The direction of travel towards greater visibility, planning and accountability, including Equality Action Plans for larger employers and the need to prepare before Spring 2027.
Existing employer obligations
How menopause may connect with sex, age and disability discrimination, health and safety, flexible working requests, sexual harassment prevention and data protection.
A good menopause plan
What a practical, inclusive plan should look like, including clearly setting out how the organisation will support women through the menopause and link to wider equality initiatives.
What the plan should include
Flexible working, practical workplace adjustments, manager and staff training and guidance, Menopause Champions, risk assessments and signposting to further support.
Governance, signposting and review
Why the plan should be actively communicated, monitored and reviewed regularly, with employee feedback helping to identify improvements and keep support relevant.
Culture and everyday practice
How menopause support should be reflected across HR policies and practices, management styles, as well as recruitment, onboarding, health and wellbeing support and occupational health routes.
Start now, not in 2027
Whether an organisation has 250+ employees or just one woman employee, awareness and appropriate support matter. The session will help employers identify what to put in place now, so they are not scrambling in 2027.
Session agenda
A practical run-through of support, planning and compliance
The session follows the structure of the updated deck, starting with the workplace impact of menopause before moving into legal implications, existing obligations, plan contents, governance, culture and the business benefits of acting now.
Designed for action: attendees should leave with a clearer idea of what to review, what to communicate, where manager training may be needed and how to avoid leaving preparation until 2027.
01
Workplace impact and business case
Why menopause support matters for attendance, retention, progression, team morale and the wider commercial impact on employers.
02
Legal implications and action plans
What employers need to know about Equality Action Plans, gender pay gap links, menopause support and the direction of travel towards mandatory planning from Spring 2027.
03
Existing obligations that apply now
How menopause, although not itself a protected characteristic, may afford protection via sex, age and/or disability discrimination, lack of prevention of sexual harassment, health and safety regulations, flexible working regulations and data protection.
04
What a good menopause plan includes
The practical contents of a useful plan, including flexible working, workplace adjustments, manager and staff training and guidance, Menopause Champions, risk assessments and signposting to support.
05
Governance, culture and everyday practice
How to keep the plan visible, actively communicate it, review it regularly, gather employee feedback and embed support across wider HR policies and procedures, plus embed it in management style.
06
Benefits, practical steps and Q&As
How effective support can improve performance, attendance, engagement and retention, health and wellbeing, inclusion and career progression for women, followed by practical steps for employers and Q&As.
Good outcome: a clearer understanding of what appropriate menopause support looks like and what should be put in place to support women going through this transition, what employers should put in place now and how to prepare confidently before 2027.
Who should attend?
For employers and HR teams who want to get menopause support right
This Lunch and Learn is designed for the people responsible for workplace support, HR compliance, employee health and wellbeing and day-to-day management. It is relevant to larger employers preparing for Equality Action Plans, but also to any organisation that wants a clear, practical and supportive approach to menopause at work.
HR professionals
For HR teams reviewing menopause policies, equality initiatives, workplace adjustments, flexible working processes and support routes.
Senior leaders and business owners
For leaders who want to understand the commercial, cultural and legal reasons for taking menopause support seriously now.
Line managers
For managers who need confidence to start sensitive conversations, recognise support needs and follow through appropriately and promptly.
People, culture, health and wellbeing leads
For those embedding health and wellbeing, inclusion, occupational health, counselling support, absence management and retention strategies.
Not just for large employers: whether your organisation has 250+ employees or just one employee affected by menopause symptoms, awareness and appropriate support can make a meaningful difference to both them and the organisation.
Register for the Lunch and LearnWhat you will take away
Leave with clearer actions for support, planning and compliance
By the end of the session, attendees should have a clearer understanding of what appropriate menopause support looks like, what should be put in place to support women going through this transition, and how to make that support visible, usable and understood by managers.
Practical, inclusive and connected to wider HR practice
The session is designed to help employers move from informal support to a clearer framework covering policies, adjustments, manager training and guidance, signposting, review and workplace culture.
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A clearer view of legal and HR responsibilities
Understand how menopause support may connect with equality, health and safety, flexible working, sexual harassment prevention, data protection and wider HR compliance.
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A practical checklist for your menopause plan
Identify the key areas to cover, including flexible working, workplace adjustments, risk assessments, manager and staff training and guidance, Menopause Champions and support signposting.
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More confidence for managers
Consider how managers can start conversations, follow through appropriately and understand when to involve HR, occupational health or other support routes.
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A stronger approach to governance and review
Learn why active communication, monitoring, employee feedback and regular review help keep the plan relevant, effective and genuinely useful in practice.
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A clearer link to workplace outcomes
See how effective support can help reduce risk while improving attendance, performance, engagement and retention, health and wellbeing, inclusion and career progression for women.
Meet your speaker
Practical menopause support guidance from Jenny Winton
Jenny Winton, HR Consultant at Strategic HR, will lead this Lunch and Learn on menopause at work, focusing on how employers can provide appropriate support while keeping legal compliance and good HR practice in mind.
The session will look at the workplace impact of menopause, the legal implications for employers, what a good menopause plan should include, and how to make support visible, usable and understood by managers.
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Employer-focused: built around the practical realities of supporting employees, reducing workplace risk and improving HR consistency.
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Plan-led: focused on what should sit inside a clear menopause plan, including adjustments, signposting, review, communication and manager responsibilities.
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Action-led: helping employers identify what to review now, what training may be needed and how to avoid leaving preparation until 2027.
Support after the session
Need help with your menopause plan or manager training?
Strategic HR can help employers turn the learning from this session into practical workplace action, from creating or reviewing a menopause plan to training managers, improving signposting and embedding support into everyday HR practice.
Menopause plan development
Support to create a clear, practical and inclusive menopause plan that sets out employer obligations, available support, responsibilities, communication points and review processes.
Manager and staff training
Practical training to help managers recognise potential issues, start supportive conversations, follow through appropriately and understand when to involve HR or occupational health.
Adjustments and risk assessments
Guidance on flexible working, practical workplace adjustments, temperature control, workload, rest breaks, risk assessments and proportionate support for individual needs.
Signposting, culture and review
Help to make support visible and usable through clear signposting, communication, employee feedback, regular review and alignment with wider health and wellbeing and inclusion work.
Looking for practical HR support? Contact Jenny if you would like help with your menopause plan, manager training or wider workplace support.
Contact Strategic HRFAQs
Questions about the Lunch and Learn
Here are some useful answers for employers, HR professionals, senior leaders and line managers considering whether to attend the session.
Event details: the Lunch and Learn takes place on 23 June, from 12.30pm to 1.15pm, online via Microsoft Teams.
Is this event only for employers with 250 or more employees?
No. Larger employers need to be aware of Equality Action Plans and the direction of travel towards mandatory planning from Spring 2027, subject to secondary legislation. However, existing obligations and good-practice menopause support are relevant to employers of all sizes.
What will the session cover?
The session will cover the workplace impact of menopause, legal implications, existing obligations, what a good menopause plan should include, manager and staff training and guidance, workplace adjustments, risk assessments, signposting, communication and review.
Will the session cover legal compliance?
Yes. The session will explain key HR and legal risk areas in practical terms, including equality, health and safety, flexible working, sexual harassment prevention and data protection considerations. It will not provide legal advice on individual cases.
Is menopause a protected characteristic?
Menopause is not a standalone protected characteristic under the Equality Act 2010. However, protection may arise through related characteristics such as sex, age or disability, depending on the circumstances. The session will explain this in plain English.
Who should attend?
The session is suitable for employers, HR professionals, senior leaders, people and culture teams and line managers. It is particularly useful for anyone responsible for employee health and wellbeing, workplace adjustments, absence management, equality, manager training or HR policy.
Will it help us build or review a menopause plan?
Yes. The session will look at what a good menopause plan should include, such as flexible working arrangements, practical workplace adjustments, training and guidance, Menopause Champions, risk assessments, employee feedback, signposting and regular review.
How do I register?
Registration is managed through Microsoft Teams. Use the “Register for the Lunch and Learn” button on this page to reserve your place for the online session.
Will there be a Q&A?
Yes. The session is expected to include time for Q&As, giving attendees the opportunity to explore practical issues around menopause plans, manager confidence, workplace adjustments and support routes.
Is this legal advice?
No. The session provides general HR information and practical guidance for employers. It is not legal advice. For support with a specific workplace issue, you can contact Strategic HR directly.
Still have a question? Contact Strategic HR if you would like to ask about the session, menopause support, action planning or manager training.
Contact Strategic HR