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Managing Menopause in the Workplace

Menopause for directors and managers

A qualification for leaders, at every level



Menopause for Directors and Managers 

Duration 0.5 Day 

Recommended for managers and directors at all levels including board level


During this fast-track qualification, learners will

  • gain a basic understanding of the biology of menopause and the associated conditions
  • explore the stages of menopause
  • gain insight into the 12 symptom groups* associated with menopause and the 76 symptoms* within those groups, helping identify issues that may be part of a menopause experience
  • discuss the hormonal changes that trigger the symptoms
  • appreciate the value of positive leadership
  • learn about the structured ways in which everyone can be involved in deciding upon and making workplace improvements
  • gain an appreciation of best practice in managing occupational wellness issues
  • get an overview of the process of carrying out a semi-quantified risk assessment
  • understand the methodology used to determine control measures
  • list the tests employed to identify the appropriate steps to be taken to return risks to a reasonable level
  • appreciate the need to build a team to decide upon and make changes
  • quantify the benefit of managing menopause
  • understand of the benefits of recording and reviewing risk assessments and outcomes

*used with the kind permission of the Menopause Million – the largest study into menopausal symptoms and solutions ever undertaken.


Assessment – learners are assessed via verbal and/or written question and answers

How does this help?

Inform I Motivate I Plan I Implement I Review  

This online qualification gives leaders everything they need to manage menopause in the workplace in the same way they manage other occupational challenges.



Menopause is a personal matter and a workplace issue. This qualification gives leaders all of the information and tools they need to include menopause within existing structures.






We all need motivation, sometimes our motivation is to do the right thing for a person. On other occasions, we may need to do what is right for the business. 

In some happy coincidences, the best thing for the business is the same as that which is best for the person.

We look at the cost of losing experienced staff  against the cost of managing menopause. The data is clear and very motivating.



Realistic planning, having identified clear objectives makes things happen.

Hatching a plan does not come naturally to everyone, it can be learned and, here, we teach.






We have knowledge and a plan. The implementation stage makes all we have planned happen, be that the workplace adjustments already identified, or lifestyle changes. We cover simple models used by leaders to make things happen.


Having set out our plan and our plan of action, we have a quick look to see if we have achieved all that we wished to achieve, if we did, have the actions had the desired effect? If we didn't do all as intended, no matter, we identify barriers, and replan, making sure they are barriers no more.

Our review will also consider the efficacy of the actions taken and will identify additional control measures,  should they be needed.

Make menopause normal

If you are familiar with change management and management systems, much of this is familiar ground.

Making management menopause specific is where the power lies.

You are going to change the world of work for some people, making it a happier place  and, possibly more importantly, your wonderful workforce will want to stay. You don't need us to tell you of the benefits of keeping your most experienced staff.  You just need a bit of help in making the worklplace meet their changing requirements.

Have a question?

We have a dizzying array of ways in which we can help. We’d love to learn more about you and find a way forward together.
Contact us