Corporate Menopause Governance & Clinical Workforce Support.
Helping organisations protect female talent, reduce employment risk and deliver measurable workforce performance improvements.
From 2026, UK employers are expected to publish Menopause Action Plans, with likely mandatory requirements for larger employers from 2027. At the same time, existing duties under the Equality Act 2010 already apply where menopausal symptoms may qualify as a disability.
Lumi Health helps organisations move beyond policy documents to implement a clinically supported, legally aligned workforce menopause strategy that delivers measurable commercial outcomes.
Why menopause support is a workforce strategy
Menopause is not simply a wellbeing issue — it is a workforce, leadership and compliance issue.
Research consistently shows:
1 in 10 women leave their jobs due to menopause symptoms
1 in 4 consider leaving work
44% say menopause affects their ability to work
Women aged 45–55 are often at peak leadership and earnings years. Losing experienced female staff at this stage affects:
Leadership continuity
Revenue and client relationships
Gender pay gap progress
Recruitment and replacement costs
Without structured menopause support, organisations risk losing some of their most experienced and valuable employees.
Menopause, Employment Law & Corporate Risk
UK employers must already consider menopause in the context of:
Sex discrimination
Age discrimination
Disability discrimination
Reasonable workplace adjustments
Failure to address menopause appropriately can result in Employment Tribunal claims with uncapped awards.
As regulatory focus increases and formal menopause action plans become expected, many employers remain unprepared.
A written policy alone is not enough. Organisations need a structured system that demonstrates governance, clinical support and measurable outcomes.
The Lumi Corporate Menopause Framework
Lumi provides an enterprise-ready menopause governance system designed for modern organisations.
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![Lumi Corporate Health Policy & Risk Audit]()
Policy & Risk Audit
- Review of existing workplace menopause policies
- Gap analysis against ACAS and EHRC guidance
- Identification of legal and governance exposure
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![Lumi Corporate Health Menopause Action Plan Development]()
Menopause Action Plan Development
- Structured Menopause Action Plan creation
- Adjustment and escalation processes
- HR documentation protocols
- Governance and board reporting alignment
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![Lumi Corporate Health Manager & Leadership Training]()
Manager & Leadership Training
- Legal responsibilities under employment law
- Practical guidance for supporting staff
- Managing sensitive conversations
- Reducing discrimination risk
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![Lumi Corporate Health Clinical Pathway for Employees]()
Clinical Pathway for Employees
- Rapid menopause and perimenopause consultations
- Evidence-based treatment plans
- Ongoing clinical follow-up
- Occupational health reporting (with employee consent)
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![Lumi Corporate Health Measurement & Workforce Reporting]()
Measurement & Workforce Reporting
- Service utilisation data
- Absence trend analysis
- Adjustment tracking
- Workforce health metrics
- Governance-ready reporting for boards, investors and regulators
Commercial Benefits for Employers
A structured menopause workforce strategy helps organisations:
Retain mid-career female leaders - Reduce long-term sickness absence
- Improve productivity and engagement
- Strengthen employer brand and ESG credentials
- Demonstrate meaningful DEI commitment
- Reduce employment practices liability (EPL) exposure
Why Lumi is different.
Most workplace menopause programmes focus on awareness training or policy templates.
Lumi combines:
Our approach focuses on measurable health and business outcomes, not simply awareness.
