Our Aims
Our aim is to purely protect businesses and their reputations by minimising risk by delivering menopause awareness and training across any organisation.
Our business is not here to just make leaders and employees aware of either peri-menopause or menopause – our role is to support and protect businesses and minimise the risk that menopausal employees could present as employment and disability laws change in forthcoming years.
Implementing peri/menopause awareness programmes and our extensive library consisting of over 500 documents will advise, educate, guide and minimise the risk of claim against your business.
Our consulting and supporting expert team are passionate about helping every organisation introduce the right menopause awareness, education and support.
We are consulting trainers, HR & Occupational Health leaders, bringing together our collective know-how to educate and guide organisations towards minimising the legal risk of managing menopausal employees in your business.
As an organisation we have an extensive library of knowledge and years of experience relating to all things relating to andropause, peri/menopause at work.
Disability recognition
With over 37 medical symptoms now recognised and rising - of which some are already and universally recognised as a recognised disability. Therefore, its only a matter of time before menopause is deemed a ‘disability’ by Parliament and enshrined in employment law under the disability Act 2010 and Equality Act 2010.
Legal
Every single menopause case brought via a tribunal has WON in the last 4 years with the average compensatory payment being circa of £21,000 + legal fees + enshrined in case law as a reference guide forever – which can have a significant and negative on any company’s reputation; especially one; which has women employed.
Menopause recognition
With UK MP’s, and TV stars such as Gwyneth Paltrow Oprah Winfrey, Michelle Obama, Hilary Clinton, Penny Lancaster, Gabby Logan, and Davina McCall driving menopause awareness in the UK and US - companies are more at risk than ever before……!.
- Claims have already risen by 400% since 2018* and are likely to continue at the same rate in coming years – *source CIPD
We help companies minimise employee risk and by providing menopause training and raising awareness, so employees, business owners and managers will have the confidence to discuss issues relating to the menopause and the practical adjustments which can be made so that your employees can continue to work effectively.
Our Aims – Summary
We want:
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Everyone to understand what menopause is and be able to talk about it openly. This isn’t just an issue for women, everyone needs to know so they can support colleagues, friends and family.
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To build resilience and knowledge levels by educating employees and employers of the available support, aid and information available via our extensive peri/menopause and andropause library which contains over 500 documents.
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To ensure employers are aware of their ‘duty of care’ to their peri/menopausal females, non-binary or trans employees.
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Support those experiencing menopause symptoms to feel confident to discuss it and ask for support if they need it to continue being happy and successful at work so that their talents are retained and they don’t feel they have to leave a business through personal embarrassment.
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Ensure all employers fully understand what menopause actually is and be able to talk about it openly. So that reasonable adjustments can be implemented to aid menopausal employees – female, non-binary and trans people.
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Those experiencing menopause symptoms are able to grow the confidence to openly discuss this sensitive and delicate subject with their line managers and request support in order to continue to being happy, productive and successful in the workplace.
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Company owners, Directors and Line Managers to understand menopause, to confidently have good conversations, and know how to help employees in their teams.
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Minimise organisational and employment law risk
Ultimately, we believe all organisations should take peri-menopause, menopause and andropause (male menopause) in the workplace very seriously and not just from a legal perspective. Such menopause awareness is good for employee retention purposes.
It’s good for employee health and well-being, and it’s good for the organisation as an ‘employer of choice’ to be focusing on such a progressive subject area.