Menopause at Work 2026–2027

What HR & People Leaders Need to Know and Do, Now!

Menopause is no longer a wellbeing add-on. It’s becoming a workplace expectation, for organisations of every size.

By 2026–2027, larger employers (250+) are expected to have clear menopause action plans in place and smaller organisations will still be required to demonstrate fair treatment, reasonable adjustments and a consistent approach to support.

Whether you employ 5 people or 5,000, the direction of travel is the same:
menopause needs structured, visible support , not just awareness.

This 45-minute session gives HR and People leaders the clarity, structure and tools to prepare early, confidently and without overwhelm, whatever size organisation you lead.

🔥 Why this matters for HR right now

Because without preparation, organisations will soon face:

🔥 Policies that exist on paper, but nobody uses effectively
🔥 Managers unsure how to respond and afraid of getting it wrong
🔥 Neurodivergent, early menopause and medically induced menopause cases invisible
🔥 Burnout, absence and attrition increasing quietly in the background

And here’s the part many HR teams don’t yet see coming:

⚠️ Employers with more than 250 staff are expected to evidence menopause support by 2027
⚠️ Lack of reasonable adjustments could lead to discrimination or disability claims regardles of the size of yuor organisation.
⚠️ Doing nothing becomes the risk, for workforce stability, retention and culture

Preparation is how you future-proof your workforce with clarity and confidence.

This session gives you the tools to start.

What we’ll cover

The 2026 → 2027 landscape

• What the government expects from employers
• Why action plans will become the norm, not an optional extra
• What compliance and “best practice” will look like in real terms
• Retention, risk, equity, and governance the business case

🧠 Where workplaces commonly fall short

• Symptom-based training with no depth or strategy
• “Average woman, age 51” assumptions that exclude many
• Policy exists, culture does not

🔑 What good menopause strategy requires

• Manager training that explains the why, not just symptoms
• Clear processes for adjustments + early intervention
• Inclusive language that recognises varied experiences
• Systems that work day-to-day, not awareness days only

⚙ Every attendee receives — ready to action immediately

📄 Workplace Menopause Risk-Assessment Template
📄 Needs-Analysis Survey (deployable instantly)
📄 Manager Guide
📄 Intranet/Policy wording examples for accessible language
📄 Compliance-readiness checklist for 2026/27
📄 Resource posters
📄 THIS IS MENOPAUSE - eLearning preview

Who this session is for

✔ HR & People Leaders
✔ ED&I, Wellbeing + L&D Teams
✔ Heads of Operations + Senior Leaders
✔ Organisations preparing for 2026/27 expectations

If retention, inclusion or compliance sits in your remit — this briefing matters.

What makes HOTB different?

We don’t just teach symptoms.
We teach why they happen, biologically, neurologically, hormonally. We don’t stop at averages.
We include younger women, surgical menopause, partners, neurodivergence, cultural and ethnic differences in menopause experience and real-world pressure because the “typical” story leaves too many out.

This isn’t awareness for awareness’ sake. It’s operational clarity and behavior-change education built for modern workplaces that want to get it right.

🔥 You’ll leave with:

✔ Confidence to start building your menopause action plan
✔ Tools and language you can implement immediately
✔ Clarity on what’s coming and how to prepare for it
✔ A roadmap to becoming 2027-ready without scramble
✔ A pathway for full workplace rollout if you choose to progress

🗓 Late January 29th 12- 12:45 2026

📍 Virtual (Zoom)

Secure your place.
Because preparation always costs less than reaction.