Regulatory context

The moment to act

From April 2026, Menopause Action Plans are part of the government’s evidence-informed workplace framework. From Spring 2027, publication is mandatory for all employers of 250 or more people under the Employment Rights Bill, with the first compulsory action plan due by April 2028.

The EHRC confirmed in February 2024 that menopause symptoms can constitute a disability under the Equality Act 2010. Reasonable adjustments are a live legal duty, not future guidance.

The Fair Work Agency has enforcement powers from April 2026. Large employers without visible menopause provision are likely to face early scrutiny.

Organisations that move now build their provision into standard practice before obligation becomes enforcement. Those that wait face a compliance gap, a talent risk, and a growing tribunal exposure at the same time.

Menopause-citing employment tribunal claims rose from 64 to 204 between 2022 and 2024. (Source: HMCTS Employment Tribunal statistics, 2024)

A professional woman standing at a window, representing the talent retention risk of unsupported menopause transition in the workplace

The programme

Need to meet the Menopause Action Plan requirement?

The government’s framework lists six menopause actions employers can choose from. The minimum requirement is one. Each product below maps directly to a named action — book it, and that action is fulfilled in your published plan.

Most organisations begin with Step 1, which meets the government minimum on its own.

Step	Product	Government action fulfilled
1	90-minute manager training	Train managers to support employees experiencing menopause (meets minimum requirement)
2	In-house metabolic calibration clinics (30-min one-to-ones)	Offer occupational health advice for employees experiencing menopause
3	Peer support group facilitation	Set up menopause support groups and networks
Also available	Guest speaker sessions — keynote, masterclass, or webinar	Set up menopause support groups and networks

Step 1

Manager training: menopause and performance (90 minutes)

Most organisations start here

A single session in two parts, each 45 minutes. Both are essential.

Part 1: The metabolic foundation (45 minutes)

The biological context managers need to make sense of what they are seeing in their teams. Why menopause symptoms happen, how metabolic changes affect energy, cognitive function, and resilience, and why the standard “just be flexible” advice often misses the point. This is the why. Without it, the practical training in Part 2 is a checklist without a foundation.

Part 2: The manager’s response (45 minutes)

What managers do with that understanding. Evidence-based reasonable adjustments. How to have the conversation. What to escalate and to whom. No new HR process obligations. This equips managers with genuine clinical context — which is more useful than a policy document.

Every booking includes:

a documented mapping to the named government menopause action fulfilled by this session, ready to include in your published action plan
a pathway to follow-on clinical support for employees who want individual time

Pricing

Format	Fee
Virtual	£950
In-person (within 60 miles of Portishead)	£1,250
In-person (London and beyond 60 miles)	£1,450

Not sure which applies to you? We’ll confirm on the scoping call.

Request your corporate pack

Step 2

In-house metabolic calibration clinics

Government action: offer occupational health advice for employees experiencing menopause

30-minute one-to-one clinical consultations with Dr Hiscutt, PhD, delivered on-site or virtually, funded or subsidised by the organisation. Each appointment is a root-cause metabolic consultation: one woman, one clinical problem, one clear set of priorities to take away.

Standard occupational health menopause provision produces an adjustment report: recommendations on working hours, temperature, or uniform. That rearranges the environment around the woman. These clinics address the root cause metabolic imbalances that exacerbate her symptoms and trigger hot flushes, anxiety, joint pain, and brain fog — the physiological drivers that no adjustment to the desk or the rota can touch.

A helpline connects someone to a counsellor. A GP referral joins a waiting list. This puts specialist, PhD-led clinical time directly in front of the women who need it.

An EAP counsels. An OH report adjusts. A root-cause clinic addresses the biology.

Pricing by cohort size and format. Contact Rebecca to discuss.

Step 3

Peer support group facilitation

Government action: set up menopause support groups and networks

Clinically grounded facilitation of peer support groups within your organisation. Rebecca can establish and run these groups, or train an internal facilitator to take them on independently.

Pricing on request.

Also available

Guest speaker sessions

Government action: set up menopause support groups and networks

Rebecca is available as a guest speaker for all-staff events, women’s network sessions, webinars, and events run by other providers. Format options include a keynote for a larger audience, a masterclass for a smaller interactive group, or a webinar for a dispersed workforce.

A guest speaker session works well alongside Step 1 — giving the wider workforce the clinical context their managers have already received. Rebecca is also available to be booked directly by EAP providers, occupational health firms, professional associations, and women’s networks.

“I would no longer be working if I had not been fortunate enough to meet Rebecca after attending her webinar on metabolic health.” — Tina, senior professional

Pricing on request.

The business case

The cost of inaction

In a 500-person organisation, approximately 40 to 60 women are navigating perimenopause or menopause. CIPD research (2023) found that 1 in 6 considers leaving due to insufficient support, which puts 7 to 10 people at active risk of departure in an organisation your size.

Replacing one mid-senior woman costs between £40,000 and £100,000 in recruitment fees, ramp time, and lost institutional knowledge. (Source: CIPD Resourcing and Talent Planning Report)

One tribunal claim costs between £30,000 and £80,000 including legal costs and award.

The investment required to address this starts at £1.12 per head.

The payback case on a single retained leader is under 12 months. That maths does not need a consultant to run.

“The brain fog and lack of sleep left me unable to fully focus and perform at the level I was used to for so many years in a highly pressurised job. I just wanted to disappear and resign. I am back to performing well at work and looking back it would have been such a loss if I had left my job.” — B, senior professional

On EAPs

On EAPs and why they don’t cover this

Most organisations have an Employee Assistance Programme. Most EAPs offer telephone counselling and GP signposting. That is mental health support, and it is valuable.

An EAP does not address the physiological drivers of performance: energy regulation, cognitive clarity, and the stress resilience that erodes when hormonal and metabolic balance shifts. These are biological and measurable. Dietary and lifestyle intervention can address them directly. A counselling helpline cannot.

A 30-minute one-to-one with a HCPC-registered PhD Dietitian who specialises in the metabolic and hormonal health of women is a different category of support.

An EAP counsels. An OH report adjusts. A root-cause clinic addresses the biology.

“The only option when I managed to see a GP was to go onto HRT. HRT did not suit me and had a very negative impact on my moods. This is where Rebecca stepped in.” — Sarah, senior professional

Confidentiality first

All clinical consultations are conducted through Practice Better, a secure platform used by registered healthcare professionals. Individual health data stays strictly between the employee and Dr Hiscutt, PhD — nothing is shared with the organisation at an individual level.

Any organisational reporting is aggregated and anonymised. Health data is handled as special category data under UK GDPR. A data processing agreement is available on request.

What clients say

“I have been working with Rebecca for 5 months now which has been life changing. My gut issues are settled, the brain fog has gone and my energy levels are back to normal. I am back to performing well at work and looking back it would have been such a loss if I had left my job when there was this solution. I feel as if my body is working for me and not against me. I wholeheartedly and unequivocally recommend working with Rebecca.” — LC, senior professional

LC first attended one of Rebecca’s webinars on metabolic health before moving into individual clinical consultations.

Sector context

Where your peers are

HSBC UK, Santander UK, Dentons, BAE Systems, and John Lewis are among the employers already holding Menopause Friendly Accreditation. In professional services and financial services, menopause support has moved from progressive practice to something closer to a baseline expectation.

From Spring 2027, Menopause Action Plans are mandatory for all employers of 250 or more people. Organisations that act now build genuine provision into standard practice before obligation becomes enforcement. Those that wait will draft a policy under deadline.

Senior women will notice the difference. A programme put in place because an organisation chose to act reads differently from one written to meet a requirement. That distinction matters to the people you are trying to retain.

Your employees work directly with Dr Rebecca Hiscutt, PhD — not a team of associates, not a scaled programme. That clinical continuity has a natural limit on capacity. Early enquiries are worth making.

Clinical performance support for organisations that can’t afford to lose their senior women.