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The temperature’s rising:
Is your workplace ready for World Menopause Day?

Menopause support is no longer optional. Data from Menopause Mandate shows what your employees now expect and how to prepare.

webinar-icon WEBINAR
calendar-icon 2ND SEPTEMBER 2026
clock-icon 12PM BST

In partnership with  Menopause+Mandate+logo-02

KEY TOPICS

What you’ll learn

Still deciding if this session’s for you? Here’s what we’ll cover.

The expectation gap and survey data from Menopause Mandate 

 

 
Why the window is closing, and what acting now means

 

 
Who is really in scope, at every career stage
 
 
Practical steps before World Menopause Day, and how to get ahead of Menopause Action Plans under the Employment Rights Act in 2027
 
Peppy's CEO on what employers are getting right, and where they are still catching up
 

Why the pressure is building

Employee awareness of menopause is rising faster than employer support. The gap between the two is now a retention risk. 

The issue is wider than most policies account for. Menopause spans a huge age range, from Premature Ovarian Insufficiency (POI) in the 20s and 30s through to post-menopause in the 60s. Every employee born with ovaries is in scope, at any career stage.

Support is not special treatment or a new cost to manage. Support women properly and they bring more to your workforce. It is what lets your best people keep doing their best work, and it is what makes you the employer they choose.

With just 32 working days until World Menopause Day, this is the moment to find out where your organisation stands. 

1 in 4 

women consider leaving work due to menopause symptoms.

1 in 10 do.

£191 million per year

Menopause symptoms cost UK employers approximately  in absenteeism (UK Government Menopause Literature Review, 2025).
 

Just 35% 

of women said their employer had a menopause policy in place

Menopause Mandate MEGA 2025 survey

Only 37%

had access to training or support at work

Menopause Mandate MEGA 2025 survey

Meet the speakers

Join Peppy's CEO, Dr Mridula Pore, and Laura Biggs, Founding Director at Menopause Mandate, for a live panel on the gap between employee expectation and employer support, and what closing it before 18 October looks like.

Laura Biggs

Laura Biggs

Founding Director, Menopause Mandate

Laura Biggs is Founding Director of Menopause Mandate, a group of motivated women from all walks of life who share a common interest in perimenopause and menopause. Menopause Mandate is devoted to creating a coalition of campaigners to revolutionise the support and advice women receive from both our health service and wider society. Laura is also CEO and CO Founder of Women in Work and Let’s All Talk Menopause.

Menopause Mandate is the campaigning organisation behind the push for better menopause healthcare, education and workplace support across the UK. Its mission is to ensure every woman receives the care, understanding and support she deserves during menopause. 

Mask group

Mridula Pore

CEO and Co-Founder, Peppy

Mridula is co-founder and CEO of Peppy (www.peppy.health). She is passionate about making healthcare more affordable and accessible. Mridula started professional life as an engineer, studying first at Cambridge, and then completing her PhD and MBA at MIT. She was previously an engagement manager in the healthcare practice at McKinsey and a business unit head at Sandoz. She lives in West London with her husband and two young children.

Grace Stokes

Grace Stokes (host)

Head of Client Success, Peppy

Grace oversees strategic partnerships to empower clients in achieving their health and wellbeing goals. With expertise in client success, workplace wellbeing, and employee benefits, Grace collaborates closely with organisations to maximise the impact of Peppy’s clinical services. Her passion for Women’s Health and menopause support fuels her dedication to helping businesses cultivate happier, healthier workforces where everyone can thrive.

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