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 anonymous before-and-after measurement so you can see what changed.
in the same folder as this file
Why this matters to employers
experienced women rarely leave loudly.
They reduce their hours, stop putting themselves forward, and take days nobody ever asks about. It rarely shows up in an engagement survey, because most women have learned not to name it. And by the time it reaches an exit interview, if it ever reaches one, the decision was made months ago. That's the part you never get to see, and it's the part this training is built to change.
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.
proof that something actually shifted
Training is easy to run and hard to evidence, which is usually why it's the first line cut. So we ask your people what they know and how confident they feel before we come in, and again afterwards. You get the before and the after, anonymised, in one short report. Not a feedback form. Something that shows the room moved.
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 on this keep the experienced women their competitors are quietly losing. And they have something to show for it, rather than hoping it landed.
Book a free consultOur training modules
four modules, two editions each
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 before-and-after measurement below.
menopause at work
This is the stage where women at the peak of their experience quietly start planning an exit, and where managers are least sure what to say. 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 that keeps her, with before-and-after data attached.
hormonal health at work
Menopause support tends to reach women in their late forties and fifties. This module reaches everyone else. 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 you're supporting the whole menstruating workforce rather than a single 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 answer to the motherhood penalty, one of the biggest drivers of the gender pay gap, 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.
cycle basics for staff
The session that first got this business off the ground, and still the one closest to my heart. A warm, practical hour for staff on how their own cycle actually works: the four phases, what shifts with each, and the everyday lifestyle factors that can influence period pain. Knowledge most of us were simply never given about our own bodies.
My slightly unpopular view: we shouldn't just normalise period pain and tell women to push through it. So this looks honestly at where that pain can come from, what can genuinely help, and when it's a sign to get properly checked. If your team lose days to painful periods, this is where I'd start.
from baseline to proof it worked, done for you
Most training disappears the moment the room empties, and nobody can say whether it worked. So every module ships as a complete cycle: we measure before, we train, we measure after, and we hand you the 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
We re-measure after the session and deliver a short report showing what shifted, in plain numbers and in your people's own words. Something you can put in front of a board, a leadership team, or whoever signed off the spend, instead of hoping it landed.
Twenty minutes to scope which modules fit your people, your timeline and what you're actually trying to shift. 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.
A recent lunch and learn session, delivered in person.
"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
what do the pre-survey and the impact report actually give us?
The survey goes out before we arrive: anonymous, short, and it captures what your people currently know and how confident they feel raising it or responding to it. Then we train. Then we ask the same things again. What comes back to you is a report showing the movement between the two, in numbers and in the comments people wrote themselves. It's evidence that something changed, which is more than most training of any kind can offer you. It's yours to use however's useful, whether that's a board pack, a leadership update, or simply deciding what to run next.
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.
can 90 minutes really change anything?
One session won't rebuild a culture, and I'd be wary of anyone who promises you it will. What it does is give people language and permission they didn't have that morning. Managers stop avoiding the conversation because they're afraid of getting it wrong. People stop calling it a migraine. That's the shift the before-and-after measures, and it's exactly why we measure rather than assume. Where employers want more than a shift, they run the modules as a series across the year rather than as one date in the calendar.
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.
is the survey genuinely anonymous? our people won't answer otherwise.
They won't, and they shouldn't have to. The survey collects no names, no email addresses and nothing that would let an individual be identified in the results. It's 100% anonymous and GDPR-compliant, and we say so plainly on the survey itself, because people only answer honestly when they believe it. An anonymous baseline you can trust is worth far more than a flattering one you can't.
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 a smaller organisation. is this worth it for us?
The costs don't check headcount. If you employ twenty women, several of them are managing something they haven't mentioned, and losing one experienced person hurts a small team far more than a large one. The modules run exactly the same way at any size. The only real difference is that in a smaller room, people tend to talk more.
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.
Responsibility for compliance, including anything you choose to publish in an Equality Action Plan, remains with your organisation and its legal counsel. If you are publishing one, the impact report is evidence you can use within it. But it's training evidence, not compliance sign-off, and we'd never present it as more than that.
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 and a Level 5 Coaching Professional qualification, and is currently studying towards the Master Female Trainer qualification with the Women's Fitness Academy. 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
A free 20-minute consult to work out which module fits your people, what it would take to run it, and exactly what the impact report gives you afterwards.