An engaging, practical session for employees across the company. It builds understanding of perimenopause and menopause, how symptoms can affect people at work, and how colleagues and workplace culture can provide appropriate support.

• Understanding perimenopause and menopause
• How symptoms may show up at work
• Reducing stigma and improving conversations
• Practical ways colleagues can be supportive
• Signposting to further information and support

Awareness is the starting point. Managers, HR teams and leaders also need the confidence and practical skills to respond when menopause affects someone at work. This interactive half-day session can be tailored to managers, HR/L&D teams, occupational health, senior leaders or a combined leadership group.

• Having sensitive and appropriate conversations
• Understanding workplace impact and individual needs
• Exploring practical workplace adjustments
• Building manager confidence without turning managers into medical experts
• Connecting policy with everyday workplace practice
• Clarifying the roles of managers, HR, Occupational Health and leadership
• Identifying gaps between organisation’s intention and employee experience

For HR and leadership audiences, the session can also explore the company’s readiness, emerging Equality Action Plan reporting expectations, ISO 45010:2026, accountability, priorities and how menopause support connects with wider people strategy.

Workplace training supports the organisation. The Menopause Plan supports the individual. Torild delivers a structured eight-week coaching journey for women navigating perimenopause and menopause, combining education, coaching, reflection and practical tools to support wellbeing, confidence and working life.

The programme is available for small groups of up to eight participants.
Individual coaching is also available - please enquire for pricing and availability

A practical starting point for the company that want to move from awareness to action. The assessment helps organisations consider what is already in place, identify strengths and gaps, and focus attention on the areas that may need further work.

This is increasingly relevant as workplace expectations evolve. Employers with 250 or more employees can currently publish voluntary Equality Action Plans alongside gender pay gap reporting, including actions to support employees experiencing menopause. Subject to legislation, these plans are expected to become mandatory from spring 2027. Government guidance also expects employers to track outcomes and review their plans.

The new ISO 45010:2026 - Menstruation and menopause in the workplace - also provides international guidance for developing workplace policies and practices, practical adjustments, support mechanisms and inclusive approaches.

The Pause Effect assessment is an indicative company self-assessment and starting point for discussion. It is not a certification, legal compliance audit or medical assessment.

Pause Effect is also developing Women in Maritime Readiness: a broader approach exploring what it means for a maritime company to be genuinely ready for women to join, work, progress and remain throughout their careers.

The developing approach looks beyond a single health issue and considers policy and governance, physical workplace and vessel infrastructure, training and capability, support networks, lived experience, and the wider female career-health journey.

It builds on the principles behind Torild’s Menopause at Work Readiness Assessment: understanding the current position, identifying gaps and helping you focus action where it is most needed.