NMR Workplace · For UK employers with 250+ staff
Stop losing experienced women
A menopause action plan you can evidence: documented, implemented and measured, without overloading HR.
Action plans become mandatory from spring 2027, subject to legislation.
30 minutes · Initial risk assessment included · An executive decision, not a sales call
Is your organisation ready?
A wellbeing subscription or a static policy may not be enough
When these elements are missing, HR is left building the response under deadline pressure.
- A documented menopause action plan
- Clear ownership and accountability
- Manager training and guidance
- A confidential route for employee support
- Measurable actions and reporting
- Evidence that support is implemented, not just published
What we deliver
From action plan to practical workplace action
01
Organisational audit and risk assessment
Your policies, provision, workforce needs and areas of exposure.
02
Bespoke menopause action plan
Documented, tailored to your organisation, not a generic template.
03
Manager training
Managers respond confidently, consistently and appropriately.
04
Confidential employee support pathway
Specialist support through a secure portal, without adding to managers’ workload.
05
Quarterly leadership reporting
Engagement and wellbeing data to evidence progress and guide action.
The method
Body, Mind and Identity
Built on the clinical model behind our Natural Menopause Roadmap programmes, not a wellbeing template.
Who you’ll work with
Clinical expertise and decades of organisational change
Jeyanthi Nair
Co-founder · Clinical lead
Award-winning registered nutritional therapist and menopause speaker, with around 9 years of clinical practice in women’s hormonal health.
Sukan Nair
Co-founder · Change lead
Former IT business transformation consultant with over 30 years leading complex change programmes. BWRT Advanced Practitioner.
HR questions
Common questions from HR and leadership
We already have a wellbeing platform. Isn’t that enough?
General platforms rarely address menopause specifically, or produce a documented action plan.
How much staff time does this take?
Delivery is structured to minimise disruption. Employee support runs through a confidential portal.
Is this just training?
No. Training is one part. The deliverable is an implementable action plan with ongoing reporting.
When does this become mandatory?
Employers with 250+ staff can publish an action plan voluntarily for 2026 to 2027. Government guidance says plans become mandatory from spring 2027, subject to legislation, and each must include at least one menopause action. Read the GOV.UK guidance
Audit now, implement on your timeline
Your plan doesn’t have to be built under pressure
In 30 minutes you’ll leave with an initial risk assessment, a summary of gaps, a recommended route and an indication of scope.
Book a Readiness Consultation