Managed service
Managed Menopause Action Plan Service
The Menopause Directory can help employers turn a workplace menopause gap into a practical action-plan brief and source suitable specialist support.
Start your free action-plan assessment | Request a managed action-plan consultation
What managed support may include
- Reviewing the organisation brief.
- Identifying likely action areas.
- Preparing a draft action-plan route.
- Sourcing suitable providers.
- Coordinating proposals and implementation steps.
- Helping employers understand what evidence they may wish to retain.
When to request this
This is suitable where the employer knows action is needed but is unsure whether the right next step is training, policy support, manager guidance, occupational-health access, employee networks or a wider programme.
Professional advice
Independent legal, HR, occupational-health or clinical review can be commissioned separately where required.
Free ActionPlan readiness assessment
This first public version helps employers prepare a brief. The secure SaaS assessment will sit at app.themenopausedirectory.co.uk once the application is built.
- What workplace menopause support do you already have?
- Do managers have training and guidance?
- Is there a policy, toolkit or adjustment process?
- What evidence, metrics or review dates do you currently record?
- Which action area feels most urgent?
Important scope note
This information is general workplace information only. It is not legal, HR, occupational-health or medical advice. The platform supports action-plan preparation, implementation tracking and evidence management, but it does not certify compliance or replace professional advice.
Managed menopause support for employers
A managed menopause action plan service is designed for employers who want guidance on what to do next, rather than a fixed training product. It can help organisations decide whether they need manager training, staff awareness, policy wording, resources or a wider programme.
This should be treated as practical workplace guidance, not legal, occupational health or medical advice. Employers should take appropriate professional advice where a situation involves employment law, clinical risk, complex absence or individual medical concerns.
The strongest approach is usually phased: understand the current issue, choose the right support, communicate clearly and review what is working.
- Useful for employers who are unsure what menopause support to buy.
- Suitable for organisations that need a clear plan before booking training.
- Can sit alongside HR, occupational health and wellbeing processes.