Type of publication:
Conference abstract
Author(s):
*Ritchie J.
Citation:
Post Reproductive Health. Conference: BMS 35th Annual Scientific Conference. Kenilworth United Kingdom. 32(3) (pp 185), 2026. Date of Publication: 01 Sep 2026.
Abstract:
Objective: Menopause is an increasingly recognised workforce wellbeing issue, yet access to timely menopause care remains limited. Within our trust, staff reported difficulty accessing support and long waits for specialist services. The Menopause Team therefore aimed to improve staff wellbeing, confidence, and understanding of menopause by providing an accessible, evidence-based education programme and to enable quicker access to care with a staff menopause clinic.
Method(s): The Menopause Team delivered a structured menopause education programme led by clinicians and specialists in menopause, women's health, psychology, and lifestyle medicine. The programme included monthly sessions, delivered both online and face-to-face, covering topics such as menopause, bone health, acupuncture, yoga, pelvic physiotherapy, and mental health. A Menopause Policy was introduced to support staff wellbeing through flexible workplace adjustments. Systems were implemented to identify menopause-related sickness absence to inform service development. A staff wellbeing survey showed the programme was highly valued but highlighted the need for more personalised support. The team subsequently secured 48,000 from the NHS Charities Workplace Wellbeing Fund to deliver a 12-month staff menopause clinic, offering initial group consultations with optional one-to-one follow-up with a menopause consultant, local GP, and menopause nurse, supported by dedicated administrative staff.
Result(s): 667 members of staff have attended education sessions, staff feedback from the education programme demonstrated improved knowledge, confidence, and self-management, with sessions consistently described as clear, practical, and accessible. Since launching in October 2025, 90 staff have self-referred to the menopause clinic, with 57 attending group consultations and a 70% conversion rate to individual follow-up. Participants reported that the combined group and one-to-one model created a safe and supportive environment, reduced isolation through shared experience, and increased confidence in managing menopause and its impact at work. Access to personalised clinical support was particularly valued.
Conclusion(s): Overall feedback demonstrated strong acceptability and perceived value, with clear support for continuation and expansion of the programme. A structured workplace menopause programme combining education, policy support, and innovative group consultation clinics can improve staff confidence, wellbeing, and access to care. This scalable model offers a practical approach for NHS organisations seeking to support and retain an experienced workforce.
DOI: 10.1080/20533691.2026.2715923
