Workplace menopause support that proves its worth.
You want to support menopause at work. First you need answers: which benefits fall short, what those gaps cost your organization, and how to prove the return on investment.
Our independent 3H Healthcare Access Audit™ gives you all three.
Menopause at Work: From Echo Chamber to Mainstream Practice
When it comes to menopause support at work, most of the benefits employees ask for are already paid for. What is missing is the connection to menopause and clear communication.
Findings are from a national mixed methods study of 1,110 U.S. employees and human resource/benefits decision-makers by the Society for Women’s Health Research (SWHR) and The Fuchsia Tent (TFT).
You have decided menopause matters. Here is where to start.
What is needed to improve menopause benefits
The audit scores your benefits, your benefits communications, and how easily employees find care against 23 defined criteria, then ranks every gap by priority.
What inadequate menopause support costs
The Cost of Inaction Model calculates what each gap costs your organization, based on your headcount and more than 20 published and federal sources.
See the methodologyThe business case for your organization
You receive a presentation for your leadership team, and your CFO can check every assumption behind the numbers.
Is your organization ready to support menopause? Find out in 5 minutes.
The free readiness assessment shows which of the three workplace domains needs attention first. No sales call is required.
Three workplace domains. One clear plan of action.
The 3H Healthcare Access Audit scores your workplace menopause support across the three domains of the 3H Framework™, then shows you what to fix first and what each gap costs.
Audit before you add.
Most traditional health and wellness benefits can help ease symptoms of menopause, but they are rarely connected on benefits portals or in communications to employees.
The audit asks: Does your health plan cover the full range of menopause symptoms, and can every group of employees, including deskless workers, access information about those benefits?
- A score for your coverage against defined criteria
- The number of your employees affected by menopause
- A map of which worker groups can access your benefits communications
- The number of employees your communications miss
Most employers already offer most of the benefits employees need. The gaps are in how those benefits connect to menopause and how employers communicate them, and those gaps are the cheapest to fix.
Build universal leadership capabilities.
Menopause is one of many hard conversations a leader must hold. Universal dialogue frameworks cover all complex conversations without increasing stigma.
The audit asks: Can your leaders support the people using these benefits, without singling anyone out?
- Leadership training in the 3Cs Method of Compassionate Leadership™
Universal compassionate leadership can improve retention and performance across the workforce. Download the research
Open access to therapy.
Therapies for menopause symptoms already exist. They must be made accessible and affordable for employees to utilize.
The audit asks: Can employees access therapy without long referral chains, prior authorization hurdles, or gaps in pharmacy coverage?
- A review of pharmacy coverage and barriers for each type of menopause therapy
- The questions to ask your pharmacy benefit manager
- A plain-language explanation of how pharmacy benefits work
We review access and never recommend therapies. We take no vendor fees, so your CFO can trust the findings.
Every engagement starts with a discovery call. Then you choose how we work together.
The 3H Healthcare Access Audit
We score your menopause benefits, count the employees affected, tell you what each gap costs your organization, and present the results to your leadership.
Consulting and speaking
We help your organization put the 3H Framework™ in place through consulting, leadership training, and speaking.
The Menopause Vault for your employees
On-demand replays organized by symptom and led by board-certified physicians, therapists, and specialists.
See inside the VaultWhat the research shows about menopause support at work.
Here is what the evidence shows, and how the evidence shaped the audit.
When organizations train leaders specifically on “managing menopausal employees,” the workload lands on already-stretched managers, and menopause gets framed as a problem requiring special handling rather than part of universal compassionate leadership.
One evaluation found that a 30-minute online training raised managers’ knowledge and confidence, but four weeks later managers were no more likely overall to have held a menopause conversation.5
- In a UK police study, some women worried that too much emphasis on menopause could lead colleagues to see older women as less able to do their work and as “a group apart.”1
- A 2025 UK government evidence review found that some women fear workplace menopause support could increase stigma and discrimination against older women.2
- Work environment, including role clarity, job stress, and whether women feel supported and valued, predicts work outcomes more strongly than menopausal status itself.3,4
- In the same UK police study, women in a more supportive, more female-dominated force reported less bothersome symptoms than women in other forces.1
How the research shaped the audit.
The audit measures whether employees can find and use the care they already have, and whether benefits information reaches them. The audit never singles anyone out, and the leadership training covers every life transition, not only menopause.
References
- Atkinson C, Carmichael F, Duberley J. The menopause taboo at work: examining women’s embodied experiences of menopause in the UK police service. Work Employ Soc. 2021;35(4):657-676. doi:10.1177/0950017020971573
- Twamley K, Briedis I, Phillips T. Menopause in the Workplace: Literature Review. Department for Work and Pensions; July 17, 2025. Accessed September 26, 2026. https://www.gov.uk/government/publications/menopause-in-the-workplace-literature-review
- Hardy C, Thorne E, Griffiths A, Hunter MS. Work outcomes in midlife women: the impact of menopause, work stress and working environment. Womens Midlife Health. 2018;4:3. doi:10.1186/s40695-018-0036-z
- D’Angelo S, Bevilacqua G, Hammond J, Zaballa E, Dennison EM, Walker-Bone K. Impact of menopausal symptoms on work: findings from women in the Health and Employment after Fifty (HEAF) study. Int J Environ Res Public Health. 2022;20(1):295. doi:10.3390/ijerph20010295
- Hardy C, Griffiths A, Hunter MS. Development and evaluation of online menopause awareness training for line managers in UK organizations. Maturitas. 2019;120:83-89. doi:10.1016/j.maturitas.2018.12.001
Fractional InsightsThe Fuchsia Tent has the unique combination of organizational psychology expertise, total rewards experience, and an understanding of women’s health. If you are looking for a firm to help you build or strengthen strategies, policies, and communities to support midlife women, look no further than The Fuchsia Tent.
JPMorgan Chase, Neuberger Berman, Wieden+Kennedy, Shure, Avion Pharmaceuticals, Johnson Kendall Johnson, RMH Compass, Let's Talk Menopause, Menopause Mandate, Let's Talk Women.
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How is the audit different from other menopause programs?
We are independent. We take no referral or placement fees, sell no therapy or platform, and never recommend specific treatments. We sell one thing: an evidence-based review of your employees’ access to care, with every score traced to a source document. Your CFO or procurement team can check every finding.
Many programs rely on standalone manager training. We build universal compassionate leadership capability through the 3H Framework™, which avoids the stigma that comes from singling out one group.
What do you need from us to run the audit?
We need your plan documents, your benefits communications, and basic workforce demographics. With those documents, we map your coverage, score your coverage against the criteria, and count the employees affected. If you are not ready to share documents yet, start with the free readiness assessment or a discovery call.
How long does the audit take?
The full audit runs six to eight weeks and ends with a board-ready presentation to your leadership. We start with the benefits you already have before recommending anything new. The 3H Framework™ is built to be put in place in stages.
Do we need a large budget?
No. The 3H Healthcare Access Audit starts by finding gaps in what you already have. Most organizations already offer what employees need, but employees do not know those benefits exist. We get more out of the benefits you already pay for before recommending new spending. Pricing depends on the size of your organization, and we set the price on a discovery call.
Ready to see your own numbers?
On a discovery call, we plan the audit for your organization and show you what inadequate menopause support costs an organization of your size.
Questions? Email kacy@thefuchsiatent.com