Menopause at Work — 90-day pilot at your Romanian site
Metoda Midlife · Antonela Butuc, Nutritionist, MSc (Carol Davila, Bucharest) & MSc (Chester, UK) · Delivery in Romanian and English
1. Objective
In 90 days, at one Romanian site, establish with measured evidence whether structured menopause support improves four things your organisation already tracks or cares about: declared impact of symptoms on work, manager confidence, employee confidence in company support, and intention to stay — at a fixed cost, with zero individual health data collected, and with a clean decision gate at the end.
Context for headquarters readers: Romania has no incumbent provider in this category. The country's first national menopause study (CURS, 2026, n≈1,067) found 67% of women aged 40–65 have never raised menopause at work and roughly 2 in 3 work through symptoms. If your UK or US offices already run a menopause programme or policy, this pilot localises that standard for Romania — same reporting logic, Romanian-language delivery. UK context worth noting: Menopause Action Plans are voluntary from April 2026 and expected to become mandatory from 2027 for employers with 250+ staff; Romanian sites that align now do so cheaply and on their own schedule.
2. Scope
- One site (or one legal entity): {{Bucharest / Cluj / Iași / Timișoara / remote-first}}, up to {{300}} employees invited;
- All-staff activities open to everyone (menopause literacy helps managers and colleagues of every gender); the survey is voluntary and anonymous;
- Delivery: live online by default; on-site available for Bucharest, Cluj, Iași and Timișoara; Romanian and/or English as needed;
- Out of scope, on purpose: anything medical. Content is lifestyle education and workplace capability — nutrition, sleep, focus, manager skills. Medical questions (diagnosis, hormone therapy, medication) are referred to employees' own physicians.
3. The 12-week plan
| Weeks | What happens | Who is involved |
|---|---|---|
| 1–2 | Kick-off (30 min with HR) · anonymous pulse survey opens — 5 minutes per person, no names, no emails, no IPs, no free text · baseline captured | HR + all staff (voluntary) |
| 3 | Readout: the "hidden exposure" report — aggregate-only, hard n≥5 suppression — presented to HR/leadership with priorities for the site | HR, site lead, sponsor |
| 4–6 | Delivery block: all-staff masterclass (60–90 min, anonymous Q&A) · manager briefing (45 min: scenarios, language, adjustments) + one-page manager guide · optional second run for shift 2 / second language | All staff · people managers |
| 7–10 | Embed: workplace playbook handed to HR (adjustments menu, model policy section, communication plan) · optional: an internal ambassador is nominated and onboarded so the topic has an owner after the pilot ends | HR + volunteer ambassador |
| 11–12 | Re-pulse: the same survey runs again · before/after report with deltas · decision-gate meeting (45 min) with a written recommendation | HR, leadership |
4. Success metrics — agreed before we start
Targets are set together at kick-off; the defaults below reflect comparable workplace programmes and are deliberately conservative.
| Metric | How it is measured | Default target |
|---|---|---|
| Survey participation | Respondents ÷ invited (both waves) | ≥ {{40}}% of invited |
| Symptom impact on work | MRS-informed aggregate score, wave 2 vs wave 1 | Measurable improvement in the declared-impact band |
| Manager confidence | Pre/post briefing self-rating: "I would know what to say and what to offer" | + {{30}} percentage points "confident" |
| Confidence in company support | Survey item, wave 2 vs wave 1 | Positive delta |
| Intention to stay | Survey item (aggregate), wave 2 vs wave 1 | No decline; positive delta expected in the 40–55 segment |
| Session usefulness | Anonymous post-session feedback | ≥ {{80}}% rate the session useful |
All figures are aggregates with a hard n≥5 suppression threshold — no cut of the data is ever reported below five respondents, so no individual is identifiable, by us or by the employer. Security & data-protection fact sheet: metodamidlife.ro/en/docs/security-and-data-protection.html.
5. Pricing
| 90-day pilot — the full "Menopause-Friendly Starter" package (survey + readout + both sessions + playbook + re-pulse + decision gate), up to {{300}} employees, one site | €1,800–3,000 fixed quote by headcount & format |
| Conversion credit: if you continue to the Annual Certification Partner tier (€3,600–6,000/yr) within 90 days of the pilot ending, 100% of the pilot fee is credited against year one | −100% of pilot fee |
Invoiced from an EU (Irish) entity; intra-EU B2B reverse-charge VAT for VAT-registered companies. One vendor setup covers the pilot and any continuation. Payment: 50% at kick-off, 50% at the decision gate.
6. Decision gate — week 12
The pilot ends with a written recommendation and three honest options:
- Scale: step up to Annual Certification Partner — quarterly refreshers, the "Menopause-Friendly Employer" certification assessment against the published standard (metodamidlife.ro/en/docs/certification-standard.html), annual re-survey and market benchmark. Pilot fee fully credited.
- Repeat: run the same pilot at a second site or entity before deciding on the annual tier.
- Stop: keep the playbook, the manager guide and both survey reports — they are yours. No lock-in, no auto-renewal, and the decision meeting is the last thing on the invoice.
7. What we need from you — the honest effort box
- Kick-off call — 30 min;
- Forwarding two prepared announcement emails (survey launch, session invitations) — 30 min;
- Logistics: calendar slots, room or video link, manager list — about 1 hour;
- Readout attendance — 45 min;
- Decision-gate meeting — 45 min.
What we do not need: employee lists containing any health information (none is collected), IT integrations (the survey is a plain link), procurement of any tooling, or an internal project manager. If the pilot fails to launch for reasons on our side, you do not pay the second instalment. What can genuinely limit results: survey participation below ~30% makes the deltas noisy — this is why the two announcement emails matter, and we draft them for you.
8. Next steps
- A 20-minute scoping call — you bring one number (how many women aged 40–55 at the site), we bring the fixed quote;
- Contract + DPA (both are two-signature-ready; templates available for legal review in advance);
- Kick-off within {{2–3 weeks}} of signature.
Antonela Butuc · Metoda Midlife · antonela@wellnessacademy.ie · metodamidlife.ro/en/corporate-services.html
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