What is a corporate wellbeing programme?

An employer-funded service combining mental, physical, financial and social health support for staff. MEM Academy pairs coach-led corporate fitness sessions with a self-serve wellbeing curriculum and ESG/SROI reporting so the spend is provable at year-end.

How much does it cost?

Programmes start at a fixed per-seat monthly fee. A 100-person pilot typically lands between £6 and £14 per seat per month depending on coach hours, on-site cadence and reporting depth.

How quickly can we launch?

Two to four weeks from contract — Week 1 diagnostic, Week 2 design, Week 3 launch comms, Week 4 first sessions delivered. First board report at end of Q1.

What ESG evidence do we get back?

A quarterly board-ready report with workforce KPIs (absence, wellbeing score, participation) plus a verified SROI figure showing social value per £1 spent — suitable for the Social-S section of your annual report.

Manager Quick-Card — Menopause Reasonable Adjustments

A4 print + Slack/Teams quick-reference. Lives on the manager's desk or pinned in the team channel. The whole point: a manager who hasn't done the training can still do the right thing on Monday morning.

Side 1 — The 5 Adjustments You Can Offer Today (No Escalation Needed)

1. Temperature Desk fan · seat by a window · remove from a hot zone · short break in a meeting if needed (no explanation required)

2. Uniform Lighter-weight fabric option · layered alternative · permission for more frequent changes

3. Toilets, water, rest Easy access without asking · leave a meeting without explanation · water on the desk in client-facing roles

4. Hours and breaks Flexible start/finish · micro-breaks in long meetings · time-zone-friendly scheduling · one rescheduled meeting per week without reason

5. Brain-fog support Written follow-ups as standard · agendas 24h ahead · permission to reschedule one meeting per week without reason · key decisions confirmed in writing

These are the DEFAULT offer, not the exception. You do not need HR sign-off.

Side 2 — The "Notice → Offer → Document" script

NOTICE — what you'd see on a recording

Open with the behaviour, not the conclusion.

"I might be reading this wrong, but I've noticed [the meeting room got too warm for you twice last week / you've mentioned the headaches / your usual energy seems different]. I wanted to check in — is there anything that would help?"

Never: ask if they're "going through the menopause". Never name a clinical state.

OFFER — name one or more of the 5 adjustments

"I can sort [desk fan / agenda 24h ahead / a no-explanation break in long meetings]. Want me to put that in for next week?"

If they want something not on the card: take it to HR with their consent.

DOCUMENT — what you write down

✅ Adjustment agreed ✅ Start date ✅ Review date

❌ Symptoms ❌ Diagnoses ❌ Any reference to menopause in performance or absence records, unless they explicitly consent

IF THEY DECLINE

That's fine. End on:

"No pressure. The offer's there if anything changes. Same conversation, any time."

When to escalate to HR

Shift patterns or contracted hours need to change
Adjustments outside the 5 above
The colleague wants Occupational Health input
Absence reaching trigger points and they want it reclassified

The legal duty (in one line)

The Equality Act 2010 may protect someone experiencing menopause on the grounds of sex, age and disability. Reasonable adjustments are the strongest legal-defence move you have. Doing nothing is the higher-risk position.

Confidential support

Menopause Sponsor: {Name, contact}
EAP: {Number}
Occupational Health: {Provider, contact}
NHS: own GP

Print spec

A4 portrait double-sided OR A5 folded landscape
Body: DM Sans 11pt, headers Space Grotesk 16pt
Accent: athletic orange for headers and dividers
Background: off-white #FAFAFA
MEM Academy wordmark top-left side 1; QR code bottom-right side 2 linking to /corporate/menopause-workplace-support

Cross-cutting: Every employee seat funds a free seat for someone leaving prison. memacademy.org/corporate/programme