Menopause Action Plans that lead to meaningful change
A plan should be more than a published document. It should reflect employee experience, set out practical action and help an organisation create support that works in the real world.
Amantha King Coaching helps organisations move from good intentions to a clear, evidence-informed and measurable approach to menopause.
A plan people can feel, not just read
A Menopause Action Plan is only meaningful if the people it is intended to support experience it as helpful.
That means considering employee voice, manager confidence, the accessibility of support and whether policies and guidance work across different roles, shifts, sites and working environments.
Amantha works with organisations to create a proportionate approach that employees can recognise, managers can use and leaders can oversee
Why act now?
Larger employers can already publish voluntary action plans alongside their gender pay gap information, with mandatory publication expected from spring 2027, subject to the necessary legislation.
Preparing early gives organisations time to understand what is already in place, listen to employees, agree priorities and build the capability needed to deliver meaningful change.
Smaller organisations can also choose to develop a plan as part of good practice, helping to strengthen inclusion, retention and employee support.
How I can help
Support can be shaped around the work your organisation has already completed and may include:
- Menopause Action Plan readiness and review
- senior stakeholder briefings
- employee consultation and insight
- policy and guidance review
- manager training and menopause champion development
- employee awareness and leadership education
- communications and engagement
- measurement, evaluation and ongoing advisory support
Organisations can commission a focused piece of support or a wider Create : Develop : Build™ programme.
Create : Develop : Build™
My established workplace framework helps organisations move from awareness to sustainable action:
- CREATE : build awareness and understanding through employee education and leadership briefings.
- DEVELOP : equip managers and menopause champions with the knowledge and confidence to respond appropriately.
- BUILD : embed change through action plans, policy and guidance, employee consultation, evaluation, governance and review.
Experience across different workplaces
Why work with Amantha?
Amantha King is a workplace health strategist, executive coach and international speaker with a background in biomedical science and more than 20 years’ experience in behavioural change and leadership development.
She has delivered workplace menopause support across public and private sectors and internationally across 27 countries. Her work translates evidence about hormones, health and human behaviour into practical workplace action.
Amantha presented at the European Menopause and Andropause Society Congress in 2025, with her abstract published in Maturitas, and she supports university research relating to menopause, gender and ageing.
Amantha has supported public and private-sector organisations, including large, complex, operational, multi-site and international workforces.
Relevant sectors include rail and transport, pharmaceuticals and life sciences, manufacturing, healthcare and emergency services, police and fire services, local government, education, corporate and professional services, aviation, and justice or custodial settings.
- Rail and transport
- Pharmaceuticals and life sciences
- Manufacturing
- Healthcare and emergency services
- Police and fire services
- Local government
- Education
- Corporate and professional services
- Justice or custodial settings.
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The First Conversation
Whether you are beginning your first Menopause Action Plan, reviewing work already underway or deciding what support should come next, the first step is a conversation.
FAQs
Do all employers need a Menopause Action Plan?
The requirements depend on the size and circumstances of the organisation. Employers of all sizes can, however, benefit from a clear and evidence-informed approach to menopause support.
Can you help if we have already started our Action Plan?
Yes. Amantha can review the work already completed, identify where further attention may be helpful and support the organisation with its next steps.
Is this only about producing a written plan?
No. An effective plan should reflect employee experience and lead to meaningful action. Support may include consultation, education, manager development, policy and guidance, evaluation and review.
Can the support be adapted to our organisation?
Yes. Every organisation has a different workforce, culture and operational environment, so the support is tailored rather than delivered as an off-the-shelf package..
How do we get started?
Contact Amantha for an initial conversation about what your organisation has already done and where support may be needed.