female health training for the women you'd hate to lose.
Workshops for managers and teams that close the education and empathy gap around biological health, with the citable impact data your Equality Action Plan needs.
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Why this matters to employers
action planning is becoming mandatory.
The Employment Rights Act has moved gender equality from good intentions to published, reportable action. From spring 2027, employers with 250+ staff must publish an Equality Action Plan including at least one action supporting employees through menopause, and report on outcomes. The voluntary window is open now, and the employers who use it well will have a year of citable data before the deadline arrives.
from policy on paper to evidence in public
A published plan invites a harder question than a policy ever did: what did you actually do, and did it work? The guidance expects named actions with tracked outcomes. Training is one of the government's own examples, and it's the action that generates measurable data fastest.
the empathy gap costs experienced women
Women at their most experienced are often managed by people who've never been taught what perimenopause, endometriosis or a post-maternity return actually involve. That gap doesn't announce itself. It shows up as vague absence, quiet step-backs and resignation letters from people you'd planned to promote. Line-manager capability is where retention is won or lost.
rooted in psychology and physiology
These conversations fall down in two places at once. Managers don't know what's happening in the body, and they don't know how to talk about it. So the training is rooted in both: real physiology, explained in plain English, and counselling-grounded conversation skills to go with it. That's what makes it hold up in the room.
The employers who move now don't just meet the requirement. They keep the experienced women their competitors are quietly losing, and they have the data to show for it.
Book a free consultOur citable training modules
four modules your plan can cite by name
Each module is a 90-minute interactive workshop, delivered live or digitally, and comes in two editions: one for the managers who support, one for the teams who live it. Managers build the capability to respond well; teams build the understanding and confidence to speak up. Every session arrives with the full turn-key evidence framework below.
menopause at work
Every plan must include at least one menopause action, and this module is built to be that action. Managers learn what perimenopause and menopause actually involve at work, which adjustments make a measurable difference, and how to hold a respectful, confident conversation instead of avoiding one. The capability your plan reports on, with before-and-after data attached.
hormonal health at work
GOV.UK guidance encourages extending menopause actions to conditions like endometriosis, fibroids and PCOS. This module is how. It gives your people a working understanding of the conditions affecting the majority of the female workforce for the majority of their careers, and the practical responses that reduce hidden absence. One module, and your plan covers the whole menstruating workforce rather than one life stage.
the post-maternity transition
The first year back after maternity leave is where so many experienced women quietly downshift or leave, and where the gender pay gap widens. This module covers the return-to-work behaviours that decide whether a returner stays, progresses and performs. A direct, citable action on the motherhood penalty, measured against your own baseline.
neurodiversity & female hormones
ADHD and autism present differently in women, are diagnosed later, and interact with hormonal fluctuations in ways most workplaces have never been told about. This module closes that knowledge gap. Managers learn to recognise, support and adjust without ever diagnosing. Inclusion capability at the intersection two agendas usually miss, evidenced in your impact report.
Mix, match, or roll out the full suite. Pick single modules for targeted needs, run Manager or Team tracks independently, or bundle all four topics for end-to-end organisational training.
from baseline to citable evidence, done for you
The guidance expects employers to report on the outcomes of their chosen actions, not just list them. So every module ships as a complete evidence cycle: we measure before, we train, we measure after, and we hand you the citable result. Your HR team forwards one survey link and books one session. We do the rest.
anonymous benchmark survey
A pre-training survey, ready for your HR team to send, capturing the room's confidence and awareness before we begin. 100% anonymous and 100% GDPR-compliant. No individual is identifiable, so people answer honestly and your baseline is real.
interactive workshop
A 90-minute live or digital workshop in your chosen edition, for managers or for teams: scenario-based, discussion-led and practical, not a webinar people watch with their cameras off. Delivered in person across the UK or online wherever your people are based.
post-training impact report
Your "data receipt": we re-measure after the session and deliver a report containing pre-written narrative blocks and quantitative charts, formatted to clip straight into your Equality Action Plan and your board pack. Outcome tracking, done for you.
Twenty minutes to scope which modules fit your plan, your people and your timeline. If a workshop isn't the right first step, I'll say so on the call.
Results
what teams say after Lucy's been in
Gathered from anonymous post-session feedback, so people could be honest.
"It was a brilliant lunch and learn session for our team. Really engaging, informative and full of practical takeaways, and I'd absolutely recommend it. Lucy clearly has a huge amount of knowledge, but she explains everything in such an easy, relatable way that makes it really simple to digest and learn from."
"It was hugely beneficial as a guy to be there and understand what my colleagues are going through. Since the talk, I've noticed women being more honest about it, and it'll definitely impact the business positively. Highly recommend."
"It was great to understand the mood changes and the hormonal facts, and how to adapt your month to your cycle. Once you understand yourself better, you can only improve. These are simple changes you can do, and they'll make a massive difference."
"Such an insightful and useful talk, which every company should have. Everything was explained so well and clearly, and I'm really excited to start taking on board all the great tips."
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About
hi, i'm Lucy
I've spent years inside high-pressure, target-driven office environments, so I know exactly how this issue looks from the employer's side: it doesn't look like anything. It looks like a normal Tuesday, a vague sick day, a strong performer who's suddenly "not quite promotion-ready". I also know what it looks like from the other side, because I lived it. Weeks of feeling sharp and on top of everything, then weeks of working twice as hard for half the result, without understanding why.
When I finally understood what my hormones were doing to my energy, focus and mood, I could do something about it. That's the shift I now build inside organisations: turning something your people are already quietly managing into something your business can see, measure and support.
I work across the whole female health lifecycle rather than a single chapter of it, from menstrual health through PCOS, endometriosis and the post-maternity return, to perimenopause and menopause. Medically, it's one continuous story. Most workplace support only ever covers the last part. Mine covers your whole workforce.
Good questions
a few things you might be wondering
does this training satisfy our legal requirement under the Employment Rights Act?
It's built to be the training action your plan cites. Under GOV.UK guidance, large employers with 250+ staff need concrete commitments in their Equality Action Plan, including at least one dedicated to supporting employees experiencing menopause, and "providing training for managers and employees" is one of the government's own listed actions. Our modules deliver that capability, with the before-and-after data the guidance expects you to report on. What we can't do is sign your plan off, and no training provider honestly can. That sits with your board and your legal team. What we hand them is a named action, delivered well, with evidence attached.
are we asking our managers to act as doctors or therapists?
Not at all. The training is carefully designed to establish clear professional boundaries. Managers learn how to facilitate supportive conversations, understand physiological realities, and agree on practical workplace adjustments, without ever attempting to diagnose health conditions or act as counsellors.
mandatory reporting isn't required until spring 2027. why start now?
The voluntary window is currently open. Employers who roll out training during this window will enter spring 2027 with 12 months of citable baseline data, improved retention metrics, and a proven track record. Starting early turns a compliance deadline into an immediate competitive advantage for attracting and retaining senior female talent.
we already have a menopause or inclusion policy. why do we need training?
Policies set expectations, but line managers determine employee experience. Most managers report feeling unequipped to hold sensitive health conversations, meaning written policies often fail to translate into everyday support. Our training gives managers the actual conversational framework and physiological understanding needed to put your policy into practice.
do you calculate our gender pay gap data or write our full statutory report?
No. We're your training delivery partner, not a payroll or auditing firm. You bring your reporting data. We provide the evidence-based training modules, manager capability, and impact metrics that form the action component of your plan.
is this training suitable for male line managers or all-gender teams?
Absolutely, and male managers often get the greatest value from it. The sessions are grounded in clear physiology and practical communication frameworks, removing awkwardness and giving managers of any background the confidence to support their teams effectively.
we're under 250 employees. does any of this apply to us?
The publishing mandate applies at 250+, but the costs don't check headcount. The Equality Act applies to every employer, and the disclosure gap is sitting in your absence data whatever your size. Smaller organisations run the same training for the retention and culture upside, without waiting for a law to make them.
what we are, and what we're not
Luella Learning is a specialist training provider. We deliver interactive workshops and the anonymised data framework that evidences their impact. We do not conduct compliance audits, provide legal advice, or draft or amend workplace policies or handbooks, and no training provider can guarantee a legal or regulatory outcome.
Final legal sign-off on your Equality Action Plan, and responsibility for compliance with the Employment Rights Act, remain with your organisation and its legal counsel. Our role is to give them something worth signing off: a named training action, delivered well, with citable evidence that it worked. In our experience, that's exactly how the strongest plans get built: our data in your lawyers' hands.
professional status & non-medical disclaimer
The content, workshops, and frameworks provided by Luella Learning are for educational, informational, and professional capability-building purposes only. Lucy Twilley holds a Level 6 Graduate Certificate in Humanistic and Psychodynamic Counselling, a Level 5 Coaching Professional qualification, and is a Master Female Trainer. However, she does not practice as a clinical counsellor, therapist, or medical professional, and services are not delivered in a clinical capacity.
The training, discussions, and materials do not constitute medical advice, therapy, diagnosis, treatment, or clinical intervention, and attendance at a workshop or session does not create a counselling, therapeutic, or clinical relationship between any participant and Lucy Twilley or Luella Learning. Clients and workshop participants must not rely on any information provided during these sessions as an alternative to medical advice from a GP, Occupational Health practitioner, or other professional healthcare provider.
let's find the right first step for your people
By spring 2027, every large employer publishes a plan. A free 20-minute consult tells you which modules fit yours and exactly what the impact report gives you.