WORKPLACE

WELLBEING

WORKPLACE WELLBEING

Your senior women are coping.

Your organisation is paying for it.

Your senior women are coping.

Your organisation is paying for it.

Talks, workshops and bespoke programmes for UK organisations taking midlife women's wellbeing seriously ahead of the 2027 deadline.

Practically, not symbolically.

The business case is clear.

The action often is not.

This is not a welfare issue. It is a talent retention, performance and culture issue.

Midlife women are the backbone of most organisations. Mid to senior level, experienced, trusted and highly capable. They are also the people most likely to be quietly struggling while continuing to perform.

96%

of UK women experienced high or extreme stress in the past year, compared with 86% of men

68%

of UK women aged 45 to 54 say perimenopausal or menopausal symptoms have contributed to their burnout

27%

of UK women aged 40 to 60 in employment say menopause has negatively affected their career progression

1.88bn

lost in UK productivity each year, equivalent to 14 million working days

The organisations that get ahead of this keep their most experienced people. Those that do not are often the last to realise why their senior women are quietly disengaging, reducing hours or leaving altogether.

Practical, evidence-informed support makes a measurable difference. And it does not require a major policy overhaul to get started.

"They are going to keep performing, keep delivering and keep quietly paying the cost. Until they do not."

The conversation has changed.

Now the law has changed too.

From 2027, supporting employees through menopause is no longer optional for large UK employers.

The Employment Rights Act 2025, which received Royal Assent in December 2025, introduces a new statutory duty for employers with 250 or more staff to publish Equality Action Plans.

Menopause support is one of the mandatory areas these plans must address.

This is the first time in UK history that menopause has been written explicitly into workplace legislation. The organisations that use the next few months to build credible, road-tested plans will be the ones that retain their most experienced women and strengthen their culture in the process. The organisations that wait until 2027 will be drafting under pressure, often with poorer outcomes for everyone involved.

A meaningful Menopause Action Plan is not, fundamentally, a policy document. It is a signal. It tells the women in your workforce that they are seen, that you understand what they are navigating, and that they can trust you to support them through it.

Elissa works with organisations that are ready to do more than talk about it.

If any of the this sounds familiar, you are in the right place.

This is for your organisation if...

You have capable, experienced women in your team who are quietly struggling and you are not sure how to support them effectively.

You want to move beyond awareness and take practical, evidence-informed action.

You are ready to build a culture where midlife women are genuinely supported, not just acknowledged.

Three ways to work together

Every organisation is at a different stage. Whether you want to start a conversation, equip your team or build something lasting, there is an option that fits where you are right now. None of these require a major policy overhaul to get started.

60 TO 90 MINUTES

Talks

Single sessions designed to open the conversation in your organisation. Practical, evidence-informed and delivered with the directness that gets people actually thinking differently. Talks can be delivered in person or online and are suitable for all-staff events, team days and leadership forums.

POPULAR TOPICS INCLUDE

Beyond Compliance: A Practical Briefing on UK Menopause Action Plans

Whether your organisation is legally required to publish a Menopause Action Plan from 2027 or not, the case for genuine action on midlife women's wellbeing applies to you. A practical briefing on what the Employment Rights Act 2025 requires, what good action plans look like at any size, and what separates organisations who use this moment well from those who do not.

The Invisible Load

What midlife women are carrying that nobody is talking about, and why it matters for your organisation.

Menopause at Work: Beyond Awareness

What menopause and perimenopause mean for performance, retention and culture, in the year UK legislation finally caught up. A practical, honest look at what real support beyond policy actually looks like.

HALF OR FULL DAYS

Workshops

A deeper, interactive experience for teams ready to move beyond awareness. Participants leave with tools they can use immediately, not just information to forget. Workshops are available as half day or full day formats and can be tailored to your team.

POPULAR TOPICS INCLUDE

The Midlife Wellbeing Reset

A practical, evidence-informed session helping women understand what is happening in their body and mind, and how to work with it rather than against it.

Managing Through Menopause: A Guide for Leaders

Line manager training is one of the recommended actions for the new Menopause Action Plans. This workshop equips your managers with the confidence, knowledge and practical tools to genuinely support the midlife women on their teams.

ONGOING

Retained Support

Ongoing partnership for organisations committed to making lasting change. Bespoke to your culture, your people and your goals.

Retained programmes are built around your organisation. Get in touch to start the conversation about what that could look like for your team.

Why Elissa?

The wellbeing market is full of well-meaning content. Most of it tells women they need to do more for themselves and tells organisations they need to do more for women. Both are right. Neither is enough.

Elissa works from a different angle. She brings over a decade in healthcare leadership roles, formal training as a Level 5 Health and Wellness Coach, and the lived experience of perimenopause to every organisation she works with. What she delivers is not just awareness. It is the work of looking honestly at how midlife women are actually experiencing your organisation, and what would change that.

Her sessions are designed around how behaviour actually shifts, not how it sounds good on a slide. She speaks the way midlife women in your organisation actually speak. Honestly, and without dressing it up.

The organisations that work with Elissa do not just tick a box. They come away with something their people actually use.

Elissa wearing blue and smiling straight at the camera

The organisations I most enjoy working with are not the ones with everything figured out. They are the ones honest enough to admit they have not yet got the midlife women's wellbeing piece right, and curious enough to do something about it. If that sounds like you, I would genuinely love to talk.

Elissa

Frequently Asked Questions

What does the new UK Menopause Action Plan legislation actually require?

The Employment Rights Act 2025, which received Royal Assent in December 2025, introduces a new duty for UK employers with 250 or more staff to publish Equality Action Plans. From April 2026, large employers can voluntarily publish Menopause Action Plans. From spring 2027, publication becomes mandatory, with the first compulsory plans expected to be filed by April 2028 covering the 2027/2028 reporting year. Each plan must include at least one concrete action on menopause support. The Government Equalities Office has published a list of recommended actions, including line manager training, occupational health support, menopause-related risk assessments, employee forums and flexible working. A briefing on what good plans look like is available through Elissa's Beyond Compliance talk.

Do you work with organisations of all sizes?

Yes. I work with small and medium businesses as well as larger organisations. The format and structure of the work is always tailored to your size, culture and goals. There is no minimum requirement.

Can talks and workshops be delivered online?

All sessions can be delivered online via Teams, Zoom or your preferred platform. In-person delivery is also available depending on location.

We already have a menopause policy. Do we still need this?

A policy is a starting point, not an endpoint. Most organisations that have a menopause policy have not yet brought it to life in a way that changes how people actually feel day to day. With the new Menopause Action Plan requirements coming into force from 2027, the gap between having a policy on paper and having something that actually works has become harder to ignore. That is exactly where this work begins.

How do you approach the topic sensitively with mixed audiences?

With care, clarity and a great deal of practice. I am experienced in speaking to mixed groups about midlife, menopause and women's wellbeing in ways that feel inclusive, evidence-informed and free of awkwardness. Managers and male colleagues consistently report finding the sessions genuinely useful.

Can this be integrated with our existing EAP or wellbeing programme?

Yes. I am experienced in working alongside existing provision and can advise on how to position this work within your broader wellbeing strategy.

What does pricing look like?

Pricing depends on the format, duration, number of participants and whether the work is a one-off or ongoing. I will always provide a clear proposal following our initial conversation, with no obligation to proceed.

Your senior women deserve better than coping. So does your organisation.

The women navigating midlife in your organisation right now are not going to ask for help. They are going to keep performing, keep delivering and keep quietly paying the cost. Until they do not.

From 2027, the law will require large UK employers to publish Menopause Action Plans. The organisations that use the time between now and then well will be the ones that genuinely retain their most experienced women. The ones that delay will find themselves drafting under pressure in 2027.

If that resonates, let us talk.

Submit a Workplace Wellbeing Enquiry

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