Curriculum · House · Work
Employers · primary wealth
You are not buying a talk. You leave with a dated 90-day plan.
Midlife @ Work is the B2B door. Horizon will not sell a woman a map for her board. If an employer is in the conversation, send them here. Education and manager capability — not diagnosis, prescription, psychotherapy, or legal advice.
The commercial spine
Talk €1,250 (100% credited to Sprint within 90 days) → Manager training €2,800–€3,500 standalone → Action Plan Readiness Sprint €11,000–€15,000 (default quote €12,500 for mid-market). Floor: no project under €5,800. Payment: 50% on signature, 50% before readout. Proposal expires in 14 days.
1 · Awareness talk · €1,250 · ~60 minutes
A door, not the destination. Credit to Sprint if they upgrade within 90 days.
| Min | Move |
|---|---|
| 0–8 | Scope: wellbeing education. Not a clinic. Not HR theatre. |
| 8–22 | How midlife shows up at work — energy, heat, fog, confidence — without diagnosing anyone in the room. |
| 22–38 | What actually helps a Tuesday: language, adjustments, pathways. What managers must not do. |
| 38–50 | What a 90-day plan looks like if this is not a one-off talk. |
| 50–60 | Q&A. Hand the sponsor the audit call, not a PDF graveyard. |
2 · Manager confidence training · €2,800–€3,500 · half-day
Best after a pulse and before a leadership action plan. Included in Sprint. Standalone if the sponsor is not ready for four weeks.
Managers learn
- How midlife can show up at work without diagnosing anyone.
- Conversation openers that reduce shame and legal risk.
- What “reasonable adjustments” can mean on a real roster.
- When to escalate to HR / OH / GP pathway.
- How to support high performers without over-promising.
Managers do not
Diagnose. Advise on HRT. Provide counselling. Ignore formal HR or legal process. A toolkit goes home: language cards, escalation map, one practice conversation.
3 · Action Plan Readiness Sprint · four weeks · €11k–€15k
Ireland first. Kick-off to leadership readout. Measured insight, manager capability, dated 90-day plan — not a slide deck that dies in SharePoint.
| Week | Work | Done when |
|---|---|---|
| 0 | Sponsor intake, scope lock, anonymous pulse design/launch, policy and pathway document review. | Baseline in motion. Scope written. |
| 1 | Employee education (all-staff or affected cohort): recognition, practical supports, how to seek help. | Session delivered. Wellbeing framing held. |
| 2 | Manager confidence + toolkit: language, boundaries, adjustments conversation, escalation. | Managers have sentences, not slogans. |
| 3–4 | Action-plan recommendations, policy gap memo, leadership readout, 90-day roadmap, retainer options. | A dated plan with owners. Case study asked, never forced. |
Proof clause: baseline + post measures where agreed. Horizon Room 1 may be named as a personal next step for women in the room — never assigned as homework by the employer.
If a woman writes to Horizon about her workplace
We do not sell her the Sprint. We send work.wellnessacademy.ie to her sponsor, and keep her on Room 1 / the Method. Mixing the two invoices is how the house gets muddy.