Line Management Capability
The confidence and knowledge managers have to hold supportive, appropriate conversations.
More Than A Policy
Supporting employees experiencing menopause requires more than a policy – it requires informed leadership, practical action and a workplace culture where people feel understood, supported and able to thrive.
ICENA’s Menopause Action Plan consultancy supports organisations to develop a comprehensive, evidence-based approach to menopause in the workplace. Whether you are introducing menopause support for the first time or strengthening existing provision, we work alongside you to create meaningful, sustainable change that benefits both employees and the organisation.
New Legal Requirements from 2027
From 2027, employers with 250 or more employees will be required to publish a Menopause Action Plan under the Employment Rights Bill, marking a significant step forward in improving workplace support for people experiencing menopause. The requirement encourages organisations to move beyond awareness and demonstrate the practical actions they are taking to create menopause-inclusive workplaces.
What We Review
Our consultancy combines a review of your current policies, practices and workplace culture with our purpose-built Action Plan Tool and practical recommendations tailored to your organisation. We assess how menopause is currently considered across areas such as wellbeing, absence management, reasonable adjustments, line management capability and organisational culture, identifying strengths alongside opportunities for improvement.
Wellbeing
How menopause is reflected in your wellbeing strategy, support services and employee assistance provision.
Absence Management
Whether absence policies and processes account for menopause-related symptoms fairly and consistently.
Reasonable Adjustments
How adjustments are requested, considered and implemented for employees experiencing menopause.
Policies & Procedures
Whether existing policies recognise menopause explicitly or leave gaps in support and protection.
Organisational Culture
How openly menopause is discussed, and whether employees feel safe raising it without stigma.
A Bespoke Action Plan for Your Organisation
Working collaboratively with leaders, HR teams and employees, we use our tool to develop a bespoke Menopause Action Plan for your organisation that sets out clear, achievable actions to improve awareness, confidence and support across the organisation. The action plan provides a practical roadmap that helps embed menopause into wider equality, diversity, inclusion and wellbeing strategies rather than treating it as a standalone initiative.
Review
Policies, practices and culture
Assess
Using our Action Plan Tool
Develop
Your bespoke Menopause Action Plan
Embed
Into EDI and wellbeing strategies
An Intersectional, Trauma-Informed Approach
Our approach is trauma-informed, equity-focused and grounded in lived experience. We recognise that menopause affects everyone differently and that experiences can be shaped by factors including disability, race, ethnicity, age, gender identity and wider health inequalities. By taking an intersectional approach, we help organisations create support that is inclusive, effective and responsive to the diverse needs of their workforce.
The Result
The result is a workplace where employees feel supported to remain and progress in work, managers have the confidence to provide appropriate support, and organisations build healthier, more inclusive cultures where everyone can thrive.
