Workplace Menopause Translator
I bridge the gap between employees and employers, think of me as your menopause translator, communicating what the employee needs and how the employer can support and what actionable steps can be put into place.
I partner with organisations to bridge the gap between employees experiencing menopause and the leaders responsible for supporting them.
Menopause is not just a personal health journey—it is a workplace issue affecting retention, performance, wellbeing, and inclusion.
With 1 in 10 women leaving the workplace due to menopause, and over 16 million women in the UK currently experiencing it, businesses cannot afford to overlook the impact.
From April 2027, employers with 250+ employees will be required to have a menopause action plan in place.
Now is the time to prepare. I support organisations in designing and implementing practical, effective menopause strategies that meet both compliance and employee needs.
Why this matters to your business
Why this matters to your business
The cost of not getting this right is significant. In the UK: Around 900,000 women have left their jobs due to menopause, many at the peak of their careers.
Up to 1 million women have left or changed roles due to lack of support, creating a major loss of experienced talent. This contributes to an estimated £1.5 billion annual loss to the UK economy.
For individual organisations, the financial impact is just as clear:
Replacing an employee in the UK can cost £30,000+ on average, factoring in recruitment and lost productivity.
It can take 6 months or more for a new hire to reach full performance, placing additional strain on teams.
Senior or highly skilled roles can cost 50–150% of salary to replace, alongside the loss of critical knowledge and relationships.
And these figures don’t capture the hidden impact, reduced morale, increased workload for remaining staff, and the loss of experienced women at the very stage when they are often leading teams and driving results.The benefit of getting it right - Investing in the right support:
You retain experienced, high-performing employees
You reduce recruitment and training costs
You protect institutional knowledge and team stability
You build a more inclusive, loyal, and productive workforce
Supporting women’s health at work isn’t just the right thing to do, it’s a smart, strategic business decision.
My Story
From my own experience of leaving the workplace due to gynaecological health issues, I understand how frustrating it can be to feel unsupported when you need it most. Too often, employees struggle to access the understanding and adjustments they deserve, while managers may want to help but lack the knowledge or confidence to do so effectively.
When you haven’t experienced these challenges yourself, it can be difficult to fully grasp what support looks like in practice. That’s where I come in.
I provide holistic support to employees, helping them feel heard, understood, and empowered. I then translate their needs into clear, practical guidance for employers—bridging the gap between lived experience and workplace action, so meaningful and sustainable support can be put in place.
For organisations, the benefits are significant. Losing experienced female employees doesn’t just impact team morale and continuity—it also carries a substantial financial cost. Research consistently shows that replacing an employee can cost anywhere from 6 to 9 months of their salary, once recruitment, onboarding, and training are factored in. Beyond this, there is the loss of valuable skills, institutional knowledge, and productivity during the transition period.
By supporting employees through gynaecological health challenges, businesses can improve retention, reduce recruitment costs, and foster a more inclusive and loyal workforce. Investing in the right support not only helps individuals thrive—it strengthens teams, protects organisational knowledge, and makes clear business sense.
Contact
To book in a Workplace Menopause introductory session email info@theempoweredgoddess.co.uk