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Work toolkit · Readiness check

Where are you, honestly?

Twelve questions, about four minutes. Nothing is sent anywhere — this runs entirely in your browser and we never see your answers. At the end you get a stage, the specific gaps you named, and the template that closes each one.

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Visible, and safe to use

Is menopause named in writing anywhere an employee can find without asking a human?

Is menopause named in writing anywhere an employee can find without asking a human?

If someone raised menopause with their line manager tomorrow, does that manager have anything to work from?

If someone raised menopause with their line manager tomorrow, does that manager have anything to work from?

Do you have any reason to believe people feel safe using it, rather than just that it exists?

Do you have any reason to believe people feel safe using it, rather than just that it exists?

Has the wording been checked so it doesn't exclude trans and non-binary employees, people with early or surgical menopause, or neurodivergent staff?

Has the wording been checked so it doesn't exclude trans and non-binary employees, people with early or surgical menopause, or neurodivergent staff?

Practical, not just supportive

Can someone get a practical adjustment (temperature, desk, washroom access, schedule, uniform) without a medical note and without a fight?

Can someone get a practical adjustment (temperature, desk, washroom access, schedule, uniform) without a medical note and without a fight?

Do you know what your benefits plan actually covers — hormone therapy, pelvic physio, counselling, vaginal estrogen?

Do you know what your benefits plan actually covers — hormone therapy, pelvic physio, counselling, vaginal estrogen?

Does your support work for shift, frontline and deskless staff, not only for people with a laptop and a calendar?

Does your support work for shift, frontline and deskless staff, not only for people with a laptop and a calendar?

Has anyone who isn't a woman over 45 been in the room for this — colleagues, partners, younger staff, senior men?

Has anyone who isn't a woman over 45 been in the room for this — colleagues, partners, younger staff, senior men?

Follow-through

Does one named person own this, with time in their week for it?

Does one named person own this, with time in their week for it?

Are you tracking anything at all — usage, session attendance, retention in the 45–60 band, exit-interview mentions?

Are you tracking anything at all — usage, session attendance, retention in the 45–60 band, exit-interview mentions?

If something went wrong — a comment, a performance note, a missed promotion — is there a route to record it?

If something went wrong — a comment, a performance note, a missed promotion — is there a route to record it?

Is there a plan for someone coming back after surgery or extended leave — including surgical menopause?

Is there a plan for someone coming back after surgery or extended leave — including surgical menopause?

0 of 12 answered.

What this looks like in your building

Your headcount, times published survey rates. That's all this is.

We don't model a dollar figure for you. Anyone who hands you one has made assumptions they haven't shown you. What we can do is multiply your own numbers by rates from a representative Canadian survey, and show the arithmetic.

60 people in that band. Of them, based on the survey:

  • 57will experience symptoms, averaging seven each (95%)
  • 19say symptoms have already affected their performance at work (32%)
  • 14have hidden symptoms at work rather than mention them (24%)
  • 42would not feel comfortable raising it with HR (70%)
  • 45want their workplace to offer menopause support (75%)

Rates from Menopause Foundation of Canada × Deloitte, 2023 (Leger survey, n=1,023 Canadian women 40–60). Read the report. Survey rates describe the surveyed population, not your specific staff — treat these as an order of magnitude for a planning conversation, not a measurement of your workforce. The same report estimates $3.5B a year lost to the Canadian economy and 540,000 lost work days; we don't apportion that to your headcount because the report doesn't publish a per-employee figure.

If you only do four things

The first 90 days, in order.

  1. 1

    Weeks 1–2 · Write it down

    Publish a one-page policy so there is something to point at. Adapt the template; don't commission a project.

    Open the template
  2. 2

    Weeks 3–4 · Prepare managers before you announce

    Managers get the script first. An announcement lands on their desk either way; the only question is whether they're ready when it does.

    Open the template
  3. 3

    Weeks 5–8 · Make asking small

    One low-friction adjustment route, no medical note, and make it work for shift staff too. Then say so out loud in an open session.

    Open the template
  4. 4

    Weeks 9–12 · Write down two numbers

    Pick two you can actually get — retention in the 45–60 band and session attendance will do — record today's value, and put a review date in the people-strategy cycle.

One thing worth saying plainly: a policy is not the goal. In the Canadian survey, 70% of women said they wouldn't raise symptoms with HR at all. Everything above is aimed at that number, not at the binder.

See how Nila supports the employees themselves