Elevelle Consulting
Your partner in building workplaces
that genuinely support women's
health.
Training, consulting and ongoing support - helping move organisations from policy on paper to culture in practice.
Women's health conditions are present in virtually every workforce. Yet for too long, women have been expected to manage them silently. Pushing through pain, masking symptoms, and navigating some of the most challenging health experiences of their lives in silence, either because they don't understand the severity of their condition or because they are afraid their employer will treat them differently if they knew.
That's not because organisations are unkind. It's because women's health has rarely been seen as a workplace issue at all. The conversation is changing. But slowly. And the gap between where most organisations are and where they need to be remains significant.
Elevelle Consulting exists to close that gap.
Get in touch: contact@elevelle.co.ukThis is not a niche issue. It is a workforce issue.
The conditions affecting women across their working lives, from endometriosis and PMDD to perimenopause and menopause, are present in virtually every workforce. Most go unrecognised, unsupported, and unaddressed. Not because employers don't care, but because nobody has ever equipped them to respond.
That is starting to have consequences. A landmark Employment Appeal Tribunal ruling in January 2026 confirmed that endometriosis can meet the legal definition of disability under the Equality Act, with binding implications for how employers handle reproductive health conditions. Mandatory menopause action plan guidance, introduced in March 2026, becomes compulsory for employers with 250 or more employees from spring 2027.
Organisations that continue to do nothing are no longer just missing an opportunity. They are accumulating risk.
UK economy cost from reproductive health
issues
(UK Parliament, 2024)
Specifically attributable to gynaecological
conditions including
endometriosis, fibroids, severe period pain and ovarian cysts in the UK
(NHS
Confederation,
2024)
Report a menstrual condition like endometriosis, PMDD or
fibroids
(CIPD,
2023)
A further 5% are considering leaving due to lack of menstrual health
support
(CIPD, 2023)
The question is not whether this is happening in your organisation. The question is whether your people leaders are equipped to respond when it does.
These conditions primarily affect women, though we recognise they can also affect trans men, non-binary and intersex individuals. Our programmes are inclusive and recognise the experiences of all people impacted by these conditions.
How we work with you.
Every organisation is at a different stage. Some are starting from scratch. Some have a menopause policy that exists on paper but hasn't changed anything in practice. Some are already thinking ahead and want to build something that genuinely works. Wherever you are, there's a place to begin.
The Conditions Nobody's Talking About
A reproductive health training programme for people leadersMenopause is finally getting the attention it deserves. But the conditions that affect women across their entire working lives are still being overlooked. Endometriosis. PMOS. Fibroids. PMDD. Adenomyosis. Conditions that are common, often debilitating, and almost never discussed in a workplace context.
Women are managing these conditions in silence, every day, in every organisation. Taking extra sick days that don't tell the full story. Pushing through pain that nobody knows about. Watching their confidence and performance take a hit while their manager assumes something else is going on.
This programme changes that. A 90-minute live session - virtual or in person - that gives people leaders the knowledge, language and practical tools to recognise what's happening, respond with confidence, and create an environment where women don't have to choose between their health and their career.
Topics covered
What people leaders leave with
- The ability to recognise when an employee may be struggling, even without disclosure
- The language to open and hold a supportive conversation with confidence
- Practical, proportionate adjustments that make a measurable difference to attendance, wellbeing and performance
- Clarity on their legal obligations under the Equality Act and when to refer to HR
- A comprehensive delegate resource pack of working documents to use after the session
How We Work With You
Every organisation is different. We work with you to build the right package depending on your audience, your priorities and where you are on your women's health journey.
The building blocksLive, expert-led delivery, virtual or in person. Available as a people leaders session, an employee or staff session, or a combined format for mixed audiences. Sessions range from 60 to 90 minutes depending on the programme.
Every booking includes a comprehensive pack of five practical working documents designed to be used after the session, not filed away with the slides. Covering conversation guides, adjustments checklists, conditions factsheets, legal reference cards and scenario scripts.
An optional 30-minute live session held after the training, giving attendees the space to ask questions, share what's come up since the session, and embed their learning.
For organisations who want to go further. Options include retained consulting support, menopause policy development, and Elevelle for Teams ongoing platform access for staff as a workplace benefit.
Packages are priced depending on audience size, session format and requirements. All content can be tailored to fit the priorities or challenges for your business. Pilot pricing is available for a limited number of organisations joining our founding cohort.
Get in touch to discuss the right option for your organisation - contact@elevelle.co.uk
Also available: The Deep Dive Series
Sometimes one condition deserves a session of its own. Each of the six topics covered in the flagship programme is available as a standalone 60-minute deep dive; going further, in more depth, for teams or ERG groups who want more than an overview.
Deep dives can be delivered to people leaders or to designated employee groups or teams, like HR, with tone and framing adjusted to suit the audience. Available individually or as a full series bundle.
Bundle pricing available for organisations booking the full series. Contact us to discuss.
Perimenopause & Menopause at Work
Practical training for people leaders and employees - going beyond the policyMost organisations now have a menopause policy. Far fewer have done anything to bring it to life. A document that sits in a shared drive and is never spoken about doesn't support anyone. And it certainly doesn't protect the organisation when a tribunal claim lands.
1 in 6 women have considered leaving their job due to lack of menopause support, with a further 6% having already done so. Experienced, knowledgeable, mid-career women; leaving because nobody made the adjustments that would have kept them. For any organisation with a significant female workforce, that is not a statistic. That is a talent drain happening in real time.
This session goes beyond awareness. It gives people leaders and employees a real understanding of what perimenopause and menopause actually are, including early, surgical and chemical menopause, and the age assumptions that mean many women go unsupported for years, and the practical tools to create an environment where women feel safe to ask for the support they need.
Key topics
- What perimenopause and menopause actually are, and who they affect (it's not just women in their fifties)
- Early, surgical and chemical menopause; debunking the assumptions that leave younger women unsupported
- How symptoms show up at work; confidence, cognition, performance, absence, and the masking that hides it all
- How to have a supportive conversation; what to say, what not to say, and how to follow up
- Practical adjustments and legal obligations under the Equality Act and Employment Rights Act 2025
- Building a culture where women feel safe to ask for support before things reach a crisis point
Format
60–90 minutes, live virtual delivery. Available as a people leaders session, an employee session, or a combined format for mixed audiences. Pricing available on enquiry; format and investment tailored to audience size and session type.
Employment Rights Act 2025 Readiness
Get ahead of your menopause obligations before they become mandatoryThe Government's mandatory menopause action plan guidance, introduced in March 2026, becomes compulsory for employers with 250 or more employees from spring 2027. That deadline is closer than it feels. And organisations that haven't yet built a proactive, credible menopause policy are already behind.
But this isn't just about compliance. An organisation that builds a genuine menopause policy; one that is communicated, understood, and actually used by managers, is an organisation that retains experienced women, reduces absence, manages legal risk, and sends a clear signal about the kind of employer it wants to be.
The organisations that will struggle are the ones who wait to be told. The ones who get ahead of it will find themselves with a significant advantage; in talent, in culture, and in reputation.
Elevelle Consulting works with organisations to build that advantage.
What's included
- Menopause policy gap analysis - an honest assessment of where you are against the new expectations
- Policy development or review - drafting or refreshing your menopause policy to meet current and upcoming obligations
- People leader training - equipping managers to bring the policy to life in practice, not just acknowledge it exists
- Implementation guidance - how to embed this meaningfully across your organisation
- Ongoing support - available as a retained consulting arrangement for organisations who want continued guidance
Who this is for
HR Directors, People Teams and senior leaders in organisations who want to get ahead of the April 2027 mandatory requirements and build something that genuinely works for their people, not just something that ticks a box.
Pricing discussed on enquiry. Scope and investment dependent on organisation size and existing policy maturity.
Training changes awareness. Ongoing support changes culture.
A webinar is a beginning, not an end. The women in your organisation who are navigating endometriosis, PMDD, perimenopause or any of the other conditions we cover don't stop needing support when the session ends. They need somewhere to go. Something that's theirs.
Elevelle for Teams gives your employees access to the Elevelle platform as a workplace benefit - a dedicated space for women's health, career and wellbeing that they can access confidentially, at their own pace, whenever they need it.
Employees who know their employer offers ongoing, confidential support are more likely to seek help early, disclose sooner, and stay longer. That's not just good for them. It's good for your organisation.
We can also design bespoke offerings to solve for the specific needs of your organisation, from women-focused leadership development, ERG support or dedicated education programmes.
Available as a standalone employee benefit or as part of an Enterprise or consulting partnership package.
Find out more → contact@elevelle.co.ukA partnership that grows with you.
You don't have to do everything at once. Most organisations start with a single session and build from there. Here's what that journey can look like.
Start with training
Build awareness and practical capability in your people leaders with the flagship programme or a standalone deep dive.
Go deeper
Extend the learning with condition-specific deep dives for ERGs, women's networks or employee groups.
Get policy-ready
Review or build your menopause policy and meet your Employment Rights Act 2025 obligations ahead of Spring 2027.
Stay connected
Give employees ongoing access to the Elevelle platform - confidential, expert-led support available whenever they need it.
Jenny Fairhurst
Founder, Elevelle | HR Professional | Women's Health Advocate
Jenny brings over 20 years of HR experience across large corporate environments, working extensively with people leaders, line managers, and senior leadership teams. Her career has spanned workforce strategy, business partnering, employee relations, and organisational development, giving her a grounded, practical understanding of what managers actually face.
Following her own diagnosis of PMDD, Jenny understands first-hand the impact a cyclical condition can have on work, relationships, and sense of self. That experience became the catalyst for a deeper journey into women's health and a recognition that the workplace was one of the places where change was most needed, and long overdue.
It led her to become a long-standing advocate for women's health at work. As co-chair of the 'Not Just a Bad Period' Women's Health ERG at Barclays, she designed and delivered training, facilitated difficult conversations, and helped shape policy, bringing together her HR expertise and her lived experience in a way that few practitioners can.
It is that combination, two decades in HR, a career spent advocating for women in the workplace, and her own experience of navigating a reproductive health condition professionally, that led her to found Elevelle, and through Elevelle Consulting, to work with organisations to build the knowledge, culture and infrastructure to genuinely support their people.
This is not awareness training delivered by an outsider. It is practical expertise, from someone who has lived and worked inside the environments you're trying to change.
Ready to make your workplace work better for women?
Whether you want to start with a single session, explore the full suite, or simply have a conversation about where to begin, get in touch. There's no obligation and no hard sell. Just an honest conversation about what your organisation needs and how we can help.
Looking for support as an individual rather than an organisation?