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Bring expert menopause and midlife care to your organisation.

By 2030, nearly 130 million Indian women will be in the menopausal transition, many of them in your workforce right now. Most organisations have no plan for supporting them.

The business case

This isn't a wellness perk. It's a retention and productivity issue.

India's corporate workforce includes a fast-growing number of women aged 35 to 55, often in mid-to-senior roles, managing teams and carrying institutional knowledge. Menopause in India also tends to begin earlier than the global average, around age 46 to 47, which means the impact lands squarely during peak career years. Most of these women are getting no employer support, no HR awareness, and often no clarity themselves on what's causing the symptoms they're managing at work.

The numbers

130M

Indian women are projected to be in the menopausal transition by 2030: a workforce-scale demographic shift, not an individual health issue.

46 to 47

is the typical age Indian women reach menopause, earlier than the global average, so symptoms overlap with peak leadership and decision-making years.

333,000

women aged 45 to 55 left their jobs in the UK in a single year because of menopause symptoms and a lack of support, around 1 in 10 of that age group, at the point in a career when experience is hardest to replace.

14 million

working days a year are lost to menopause symptoms across the UK economy, in time spent managing symptoms rather than working.

84%

of women globally say more menopause support is needed at work, and 72% admit they've hidden their symptoms from colleagues or managers rather than ask for help.

1 in 10

women have turned down a job offer specifically due to a lack of menopause support, making this a talent-acquisition cost and not only a retention one.

Higher burden

is reported by South Asian and East or Southeast Asian women than by the Western populations studied, in a 2025 APAC study across Singapore, Vietnam, Australia, Japan and Indonesia. Fatigue, brain fog and difficulty sustaining focus were the most disruptive at work.

Only half

of affected women feel their symptoms have been acknowledged in any formal workplace conversation. The majority manage this silently, without disclosure.

Further readingWhy are we losing top-tier female talent at the peak of their careers?How to manage menopause brain fog at work

Why now

India's workforce is changing faster than its policies are.

  • Women's workforce participation in India has been rising, and with it the number of women navigating perimenopause while holding senior, high-visibility roles.
  • India currently has no national workplace menopause policy, unlike the UK, where large employers will soon be legally required to publish menopause action plans. Organisations that act now build a genuine differentiator rather than a compliance response to a future mandate.
  • For sectors already competing hard for senior female talent, including BFSI, IT and ITES, consulting and healthcare, menopause support is becoming a visible signal in employer-of-choice conversations, the way parental leave and flexible work already are.
Further readingWhy menopause awareness matters in the workplace

The programme

The ResetWell Plus Workplace Wellness Program

Tier 1

Awareness and Education

Expert-led sessions for the whole organisation, covering what perimenopause is, how it shows up at work, and how colleagues and managers can support it. Delivered separately for employees, managers and HR, in English and Hindi.

Tier 2

Telehealth Access Benefit

Subsidised or fully covered virtual consultations with ResetWell Plus specialists for eligible employees. Confidential intake, appointments outside working hours, and a written care plan within 24 hours.

Tier 3

Community and Ongoing Support

Monthly expert Q&A, a private peer community facilitated by certified coaches, quarterly wellbeing check-ins, and a manager toolkit for inclusive, low-friction conversations.

Most organisations begin with a Tier 1 awareness session as a low-commitment pilot, then expand into Tier 2 telehealth access once employee interest is confirmed. See the workshop and webinar formats.

For management

What management needs to know

Engagement model
Per-employee-per-month or a flat annual licence. Pricing is available on request, scaled to organisation size.
Implementation timeline
Typically live within 2 to 3 weeks of a signed agreement. No integration is required with existing insurance or benefits platforms, and it can be run bespoke.
Confidentiality
All consultations are confidential. HR receives only aggregate, anonymised engagement data, never individual health information.
Who's eligible
Female employees aged 35+, or opt-in by self-identification, flexible to your existing benefits structure.
Further readingWhy should HR talk about menopause?

Next step

Talk to us

Start with a conversation, or take something to circulate internally first.

Talk to us

Download the Corporate Wellness two-pager

For HR leaders who want to circulate internally before committing to a call.

Take the Menopause Workplace Readiness Score

Six questions, an instant benchmark, and the full report by email.

Sources

  1. Fawcett Society research, cited by the UK Women and Equalities Committee: around 1 in 10 women aged 45 to 55 left their job because of menopause symptoms, about 333,000 women.
  2. Health and Her, cited by the UK Women and Equalities Committee: 14 million working days a year lost to menopause symptoms.
  3. Catalyst, 2024 global survey: 84% want more support, 72% have hidden symptoms, 1 in 10 declined a job offer.
  4. BJOG (Kaushik et al.), 2026, India-specific: 130M women by 2030, earlier onset age (46 to 47), no national menopause policy.
  5. NUS Medicine and HeyVenus, 2025 APAC white paper: South, East and Southeast Asian symptom burden higher than Western comparators.