Breach of Contract in Pharmaceuticals: What It Means and How to Handle It

In the intricate world of pharmaceuticals, contracts serve as the backbone of numerous operations, from research and development to manufacturing and distribution. Contracts bind parties into legal obligations, ensuring that each party fulfills its agreed-upon responsibilities.

Contracts in the pharmaceutical industry are not just prevalent; they are paramount. They govern relationships between various entities such as manufacturers, suppliers, distributors, researchers, and healthcare providers. These agreements ensure the smooth operation of the sector, safeguarding the interests of all involved parties.

Any breach in these contracts can lead to serious consequences, disrupting the entire supply chain and potentially impacting patient care. Understanding the intricacies of contract breaches is crucial for anyone involved in the pharmaceutical industry.

In the following sections, we will explore this topic in detail, providing you with the knowledge needed to prevent or handle such situations effectively.

Understanding Contracts in Pharmaceuticals

At its core, a contract is a legally binding agreement between two or more parties. It involves an exchange of goods or services that are enforceable in a court of law. Each party involved has obligations to fulfill, and failure to meet these obligations can lead to legal consequences. Contracts are designed to protect the interests of all parties involved and ensure that operations run smoothly.

In the pharmaceutical industry, contracts take on many forms and serve various purposes. For instance, supply agreements are established between manufacturers and suppliers to ensure a consistent supply of raw materials or products. These agreements often stipulate the quantity, quality, and delivery timelines of the supplies, providing a clear framework for the transaction.

Clinical trial agreements, on the other hand, are contracts between pharmaceutical companies and clinical research organizations (CROs) or medical institutions. These agreements outline the responsibilities of each party during a clinical trial, including patient recruitment, data collection, and reporting of results. They also cover aspects such as confidentiality, intellectual property rights, and compensation.

Licensing agreements are another critical type of contract in the pharmaceutical sector. These are formed when a company (the licensor) grants another company (the licensee) the right to manufacture, market, and sell a product. The licensor usually receives royalties or other forms of payment in return. These agreements enable companies to expand their product range and market reach without having to invest heavily in research and development.

What Constitutes a Breach?

A breach of contract in the pharmaceutical sector, much like in any other industry, occurs when one party fails to fulfill its obligations as outlined in the contract. This could take the form of a failure to perform a specific action, late performance, or not performing up to the agreed standard. Essentially, if a party does not adhere to the terms and conditions set forth in the contract, it is considered a breach.

In the context of the pharmaceutical industry, common examples of contract breaches include failure to meet supply deadlines, delivering products that do not meet the agreed quality standards, and non-payment for goods or services provided.

For instance, if a supplier agreed to deliver a specific quantity of raw materials by a certain date and fails to do so, it would constitute a breach of the supply agreement. Similarly, if a pharmaceutical company does not pay a CRO for conducting a clinical trial as per their agreement, it’s a breach of the clinical trial agreement.

The legal implications of such breaches can be significant. The injured party may seek remedies through litigation, which could result in the breaching party having to pay damages. These damages aim to compensate for the financial loss suffered due to the breach. In some cases, the court may order the breaching party to fulfill their contractual obligations, known as specific performance.

Additionally, repeated breaches could lead to the termination of the contract. It’s also worth noting that a breach could harm a company’s reputation, leading to a loss of business opportunities and trust in the industry. Therefore, understanding what constitutes a breach and taking steps to avoid it is crucial for all parties involved in a contract within the pharmaceutical sector.

Preventing Breaches of Contract

Preventing breaches of contract begins with the creation of clear, well-drafted contracts. These contracts should explicitly outline the rights, obligations, and responsibilities of each party involved. They should provide a detailed description of the goods or services to be delivered, deadlines, payment terms, and consequences for non-compliance. A well-drafted contract leaves little room for misunderstandings, which is one of the primary causes of contractual breaches.

The role of legal counsel is crucial in the process of contract negotiation and drafting. Legal professionals have the knowledge and expertise to ensure that the contract is legally sound and protects the interests of their client. They can foresee potential pitfalls and address them in the contract, reducing the likelihood of disputes down the line. Legal counsel can also guide their clients through the negotiation process, helping them secure favorable terms while maintaining a fair and balanced agreement.

Regular monitoring and audits are also vital in preventing contract breaches within the pharmaceutical sector. Companies should closely monitor the performance of all parties to ensure they are meeting their contractual obligations. 

Audits, either internal or external, can help identify any areas of non-compliance before they escalate into significant issues. These checks not only help prevent breaches but also foster a culture of accountability and professionalism. In an industry as critical and closely watched as pharmaceuticals, taking proactive steps to prevent breaches of contract is not just good business practice; it’s a necessity.


In conclusion, understanding and managing contracts in the pharmaceutical industry is a complex but essential aspect of business operations. A breach of contract can have significant consequences, including financial loss, legal repercussions, and damage to a company’s reputation. Therefore, it is crucial for all parties involved to understand their contractual obligations and ensure they fulfill them.

Prevention is always better than cure, especially when it comes to breaches of contract. Clear, well-drafted contracts, the guidance of legal counsel, and regular monitoring and audits are key elements in preventing breaches. 

By taking these proactive steps, companies can ensure smoother operations, maintain good business relationships, and avoid the costly and time-consuming process of legal disputes. Remember, in such a heavily regulated and critical sector as pharmaceuticals, maintaining the highest levels of professionalism and integrity is not just advisable; it’s imperative.


Cancer Caution: International Employers Must Beware of First-World Prevalence


This World Cancer Day, Sunday 4 February, Towergate Health & Protection is warning of the prevalence of cancer in first-world countries when it comes to supporting the health and wellbeing of overseas employees.

Employers would be forgiven for thinking that it is low-income countries, with poorer healthcare and low sanitation, where employees face the greatest health risks, but one health threat in particular is actually more prevalent in high-income countries: cancer.

Cancer is reported as one of the leading causes of mortality worldwide, accounting for nearly one in six deaths. It tends to be more prevalent in high-income countries due to lifestyle factors. Indeed, around one in three deaths from cancer are due to tobacco use, high body mass index, alcohol consumption, low fruit and vegetable intake, and lack of physical activity.

The highest reported cancer rate is in Denmark, at 334.9 people per 100,000, followed by Ireland, Belgium, Hungary, France, The Netherlands, Australia, Norway, New Caledonia and Slovenia, all with over 300 cases per 100,000 people.

Sarah Dennis, head of international at Towergate Health & Protection, says: “Reported cancer rates are higher in high-income countries and so, typically, are treatment costs. So it is important that employers understand the implications and have health and wellbeing plans in place to support people.”


The survivability of cancer is closely linked to early detection. Screening plays a crucial role in early diagnosis and can help to detect cancers even before symptoms develop. With not all countries offering screening, employers can provide crucial access via their health and wellbeing programmes.

Global cost differences

Cancer treatments and the associated costs also differ around the globe. Even the costs of just the cancer drugs themselves vary hugely from country to country. Drug prices are generally highest in the US and average $8,694 per person, per month. This figure is $3,173 in China and $1,515 in India.

With treatment for individual cases of cancer potentially costing hundreds of thousands of pounds it is vital that employers of staff overseas have plans in place to ensure employees, wherever they’re based, will receive the appropriate care. As medical knowledge and technology may not be advanced in all regions, employers should also include options to go to a different region for treatment if needed. 

Sarah Dennis says: “Because of the significant differences in cancer risks, treatments and survival rates from country to country, it is important that employers take expert advice on what is needed where, and provide a broad range of support to all overseas employees.”


Companies with overseas employees can play an important role in educating their workforce about cancer prevention and lifestyle choices. They can also put wellbeing benefits in place to assist a healthier lifestyle. These may include fitness trackers, nutrition advisers, gym membership, and smoking cessation assistance.

Communication and education

The final part of the puzzle is to ensure that the availability of screening and treatment is widely and regularly communicated. Employees overseas may benefit from education on the causes of cancer and what best they can do to lessen their risk. They also need to be aware of any support the company has made available, such as screening and the benefits this can have in improving outcomes.

Employee Mental Health

Good Mental Health Support Is Not Just for Blue Monday

Employee Mental Health

January is the time of year when many employees take stock and make important life and career decisions, which can impact mental wellbeing. According to GRiD the industry body for the group risk sector, Blue Monday is an opportunity for employers to demonstrate that they aware of this and to be proactive in supporting the mental wellbeing of their staff.

Career-based decisions that can come to the fore during a period of reflection over the Christmas break include seeking a change in role, working patterns or pay rise. In addition, deciding to change the status of a relationship, move house or start a family are additional out-of-work challenges that employees could be wrangling with. On top of this, debt, winter blues, seasonal affective disorder, broken resolutions, and a physical hangover from Christmas excesses can also exacerbate mental health issues.  

Providing meaningful mental wellbeing support is crucial as all of these decisions and issues over and above day-to-day work and life can put the mental health of employees under serious strain.

Katharine Moxham, spokesperson for GRiD, said: “Many employers begin the new year very much focussed on their renewed ambitions for the business itself. However, it’s important to understand that employees may have also used the festive period to reassess their own lives and may return to work with additional plans and burdens.

“Blue Monday is a good reminder that employers need to be aware of the mental wellbeing of staff, but it’s important to remember that mental health support should be continual and not just for Blue Monday.”

What does good mental health support look like?

Because mental health issues vary as much as physical conditions, and the acuteness of an illness will differ from employee to employee, it’s important to offer various types of support to meet the needs of those with mild anxiety through to more severe depression and psychosis. Support should comprise access to therapy, treatment and counselling with fast-track access to professional mental health support for those who require it.

How can employers access good mental health support?

Much mental health support is included within employee benefits, and particularly within group risk benefits (employer-sponsored life assurance, income protection and critical illness), where employers may well find they have access to an Employee Assistance Programme, fast-track access to talking therapies, apps for managing mental health and more to help their employees.

Why accessing mental health support via employee benefits is a no brainer

Accessing mental health support that is fully funded by existing employee benefits (such as group risk) saves costs for the employer in two ways: the employer does not need to use HR resources to source specific products or services based on the needs of multiple individual employees, nor do they need to fund these at an extra expense.

But more importantly, when support is already in place and the processes via which to access it are proven, it means employees and employers can access that support quickly, not only saving time but also potentially preventing an individual’s condition from deteriorating.

Katharine Moxham concluded: “Mental health is often discussed in a very socially acceptable manner but make no mistake, in the more severe cases, support is aimed at reducing the incidence of some very serious conditions. Not every employee will feel the pressure of Blue Monday or want to make significant changes to their lives in January, but employers need to be ready and waiting with meaningful support, for those who do.”

Employee Wellness

Wellbeing On a Budget: The Most Cost-Effective Ways to Support Employees

Employee Wellness

The cost-of-living crisis and financial constraints have been highlighted across the media for some time but more attention needs to be paid to the businesses which are also struggling with increased costs, and how they can support the health and wellbeing of their staff affordably, says Towergate Health & Protection. As employers across the country look at budgets for the year, it’s important that they’re aware of the most cost-effective support that’s available.

David Williams, head of group risk at Towergate Health & Protection, says: “When considering the best-value benefits to support employee health and wellbeing, I would certainly encourage employers to consider group life assurance – but not for the reasons you might think. It’s true that it’s generally one of the lowest cost benefits to offer, but with providers now including a whole host of added wellbeing benefits, it’s one of the most cost-effective ways to get a whole benefits programme up and running for the price of a simple group life assurance policy. This can be particularly attractive to smaller and mid-sized companies.”

Added value benefits

Many of the group risk benefits – life assurance, income protection and critical illness – include embedded benefits. These make them really good value for money for employers. For example, many include an employee assistance programme (EAP) at no extra charge, which will offer a wide variety of support for employees, including counselling sessions and assistance with legal issues.

David Williams continues: “It is not uncommon for a company to have an EAP embedded in their group risk benefits but not be using it as they do not know it is available. If the added-value elements of group risk are utilised they can prove hugely valuable, to the point where the wellbeing support is the main employee benefit and the insurance element is almost a bonus.”

Standalone EAPs

For companies that do not have group risk benefits in place, it is a good idea to consider implementing an EAP on a standalone basis. These have very low monthly premiums and are charged on a ‘per employee’ basis, and can be a real support to a workforce.

Virtual GPs

Virtual GPs are proving an increasingly popular option as people struggle to make appointments with their GP. This is also often available as an added benefit at no extra cost within other benefits, including private medical insurance (PMI) or group risk. Not only are these low cost, they can also result in less time off work as employees do not have to visit the doctor in person and they can generally get an appointment more quickly.

Health cash plans

For a relatively small monthly premium, health cash plans allow employees to claim back the costs of everyday healthcare, such as routine dental, optical or physiotherapy treatment. Cash plans can be very low cost, depending on the benefits selected, and are often highly valued by employees as they can all make use of it. They can also come with an embedded EAP, virtual GP, or discount retail vouchers.

No-cost benefits

Voluntary and discount benefits can also be good choices for employers to consider, as both come at no cost to the employer. They allow employees to buy discounted products or services through their employer out of their own taxable pay or through a salary sacrifice scheme. The only cost to the employer is the time taken in the research, administration and communication of the options.

Williams concluded: “There is no such thing as a free lunch but there are increasingly lots of low-cost health and wellbeing benefits that also come with additional support at no extra charge, and it makes financial sense for employers to consider them. An adviser will be able to help an employer to navigate the system and find the right support for their employees, at the right cost.”

Blue Monday Woman

Beyond Blue Monday: Addressing Burnout and Crisis Fatigue in the Workplace

Blue Monday Woman

While Blue Monday traditionally signifies a peak in winter blues and shines a light on Seasonal Affective Disorder (SAD), the current global landscape is far more complex. The prolonged exposure to crises, economic uncertainties and climate anxieties are creating a sustained strain on individuals. Concerns regarding crisis fatigue and burnout among the global workforce are also prompting organisations to re-evaluate their mental health support strategies and to prioritise proactive mental health support for employees.

The International SOS Risk Outlook 2024 data identifies burnout, the cost-of-living crisis and mental health concerns as the top risks to organisational wellbeing this year. Mental health emerges as a critical concern, as the pressures of burnout and financial difficulty can manifest in emotional and psychological distress. The survey data also underlines a growing understanding of the direct link between employee wellbeing and organisational success. With 82% acknowledging the vital role of health and wellness policies in recruitment and retention and 77% see safeguarding employee wellbeing as a board-level priority1. The World Health Organization also highlights that globally, an estimated 12 billion working days are lost every year to depression and anxiety at a cost of US$ 1 trillion per year in lost productivity.2

Burnout rates among the global workforce have nearly doubled in just two years, soaring from 11-18% to 20-40%, with many reporting burnout levels as high as 50%1. This staggering data aligns with a recent McKinsey Health Institute study, revealing that 22% of employees across 30 countries are experiencing burnout symptoms at work.3 Despite a significant rise in global burnout rates, the perceived risk its impact will have in 2024 varies across regions. Globally, 80% of surveyed global senior risk professionals identifies employee burnout as the top threat to their organisation and workforce1. Notably, this concern is most pronounced across the Middle East (93%), Oceania (88%), Africa (84%) and Americas (84%), which are exceeding the global average.1

Dr Rodrigo Rodriguez-Fernandez, Global Health Advisor at International SOS said “The post-holiday return to work is known for its challenges and for many employees, this period can be a tipping point for exhaustion, chronic stress and burnout. Some may still be facing the lingering effects of the festive season, navigating financial pressures from rising bills after the holiday celebration. Heightened geopolitical uncertainties and ongoing global crises are also amplifying employee anxieties and creating a complex landscape for businesses navigating workforce wellbeing and productivity.

“Employee demands for strengthened mental health and wellbeing support within the workplace had been steadily increasing even before the recent succession of crises. This pre-existing trend has now acquired greater urgency amidst employee experiences of burnout and crisis fatigue. Blue Monday offers a timely opportunity for organisations to assess and strengthen workplace mental health initiatives. When employees feel supported and empowered to take care of their mental health, they are likely to be more engaged, focused and able to excel in their roles. Organisations that recognise this and prioritise on cultivating psychosocially safe work environments – from providing stress management workshops to flexible work arrangements, are not just doing the right thing, they are also making a strategic investment in their workforce’s potential.”

International SOS urges organisations to take action and implement proactive strategies to prevent burnout and combat crisis fatigue in the workplace:

  1. Create an emotionally open culture and encourage open communication: provide a safe space for employees to talk about their mental health and wellbeing. Encourage them to speak up if they are feeling overwhelmed or struggling.
  1. Provide flexibility and promote work-life balance: support flexible working arrangements that help employees to balance their work and personal lives. Promote regular breaks and empower employees to prioritise their wellbeing.
  1. Invest in emotional wellbeing: provide access to mindfulness sessions, and stress management training. Partner with certified mental health professionals to offer confidential counselling and support services.
  1. Offer employee assistance programmes (EAPs): consider providing support such as financial counselling services or benefits consultations to address anxieties surrounding economic uncertainties.
  1. Equip managers with mental health first-aid training: upskill managers to identify signs of distress and offer initial support to employees who may be struggling.

The Vital Need for Specialist Care to Help Adults Towards Eating Disorder Recovery


Recognised as our Most Trusted Specialist Care Provider for Eating Disorders 2023 – Suffolk, Bramacare is a transitional eating disorder service for adults highlighting the difference that specialist care and rehabilitation can make in supporting adults towards recovery.

There are an estimated 1.25 million people in the UK who currently have an eating disorder (ref: Beat, 2022) and sadly, eating disorders like anorexia and bulimia continue to have one of the highest mortality rates in all mental health conditions. Despite this, diagnosis and waiting lists for treatment can take a long time, and many people will be referred to clinical care in a hospital setting once they become medically vulnerable.

Bramacare is one of few specialist care providers offering transitional rehabilitation for adults with eating disorders and disordered eating. Its bespoke approach enables adults to transition towards independent or community living with specialist support, which is especially beneficial for those who have spent many years in a hospital ward.

Laetitia Beaujard-Ramoo, CEO of Bramacare, explains, “For the best chance of recovery, it is vital that those with an eating disorder receive an early diagnosis and specialist support.

“There are many misconceptions which can make it difficult to diagnose an eating disorder, for example both men and women can be affected, and they may have a normal weight with no physical changes. Often people struggle many years before getting the help they need due to the stigma and difficulty in accessing specialist services.

“At Bramacare, we do not just look at a person’s weight or BMI, we look at their patterns and behaviours to determine what level of care would benefit them – from 24/7 nursing care and residential rehabilitation, to transitional living and day care services. It’s important that the level of care is flexible to meet the service user’s changing needs as they progress towards recovery.”

Here, Bramacare is shining a light on what a community eating disorder service can look like, how it benefits those being discharged from hospital, and how vital it is for all adults to be able to access specialist mental health support quickly when they need it.


Specialist Rehabilitation

Bramacare considers there to be four types of specialist eating disorder rehabilitation:

  1. Nutritional: Establishing and monitoring the nutrition and fluid intake, working towards a well-balanced and nourishing diet.
  2. Physical: Focusing on the individual’s physical health and weight/BMI, working towards restoration and stabilisation, and rebuilding muscular strength.
  3. Mental: Supporting adults to build their confidence and lead in their own care, including all kinds of therapeutic intervention from psychoeducation to group therapy.
  4. Social: Reviewing an individual’s personal life and ways to improve their social situation, including relations with family and friends, community networks, social activities, work, education, and future aspirations.


Bramacare believes that rehabilitation, particularly the difficult transition between hospital and home/community settings, works best when all four of the above areas are addressed together.

Adults working towards recovery need access to specialist care and support to understand the root cause of their eating disorder or disordered eating. This is in order to build therapeutic relationships with eating to enhance their motivation for change, and to remove any barriers for maintaining adequate nutritional health and wellbeing.


Care in a Non-Clinical Setting

One of the standout qualities of specialist residential rehabilitation is the home-from-home environment. Receiving clinical treatment in a comfortable, non-clinical, familiar setting can enable adults to relax and focus on their recovery. There is also the opportunity to build supportive relationships with other service users, which is encouraged at Bramacare through group activities and communal spaces shared by residents.

Laetitia Beaujard-Ramoo says, “When we first established Bramacare in 2017, it was important to us that our residential rehabilitation centre, The White House offered a homely environment for service users. It is their home and we treat it as such. They have their own bedroom to decorate as they wish – which is paramount for those who have been in hospital for many years. They can enjoy our communal leisure room with sofas, TV, library, and games, our arts and crafts room, or our gardens overlooking the local park.

“We also have a spacious communal kitchen where residents can rediscover their independence and learn new cookery skills, as well as enjoy a menu of homemade, nutritious meals created by our excellent chef.

“It’s important for everyone to feel comfortable, in a safe and nurturing environment, to restore their mental and physical health.”


Cohesive and Holistic Approach

Another difference between clinical care in hospital and specialist rehabilitation is the access to a wide range of healthcare professionals and therapists who work cohesively to help the individual take their own steps towards living independently.

Laetitia says, “Our specialist dietician supervises each service user’s nutritional rehabilitation during their stay with us. Meanwhile, our occupational therapist supports service users to build the practical skills they need to transfer when they return home, if appropriate.

“Examples of therapeutic activities and groups that we offer at Bramacare include reflexology, wellbeing and life skills, flexibility, exercise management, anxiety management, and self-esteem. Practical activities include cookery (individual and group), nutrition, meal planning, shopping, and goal setting.

“We work holistically with our service users to create care plans, set goals, and discover hobbies that can aid their recovery. Recently, we’ve introduced equine therapy and pet therapy, where our service users are enjoying the benefits of caring for animals while promoting greater responsibility and awareness of selfcare.”


Effective Medication Management

A key part of specialist rehabilitation is effective management of medications to ensure service users are receiving all that they need to aid their recovery.

Laetitia continues, “Eating disorders can lead to or be a result of other mental health conditions, as well as physical health issues. Many of our service users at Bramacare have had their eating disorder for a long time, so clinical monitoring is very important to keep on track with their rehabilitation.

“We also adopt a Specialist Supportive Clinical Management (SSCM) approach, which combines regular clinical monitoring with a review of target symptoms, psychoeducation, and general support to normalise eating.

“Medication is often provided to help adults with eating disorders to manage their physical health symptoms as well as helping to ease emotions like distress and anxiety. At Bramacare, we work closely with GPs and pharmacists to continuously assess medications for each individual, ensuring that medications are managed safely and reviewed regularly to meet the services users’ changing needs.


Step-Down Service

For adults with eating disorders, the journey towards recovery is not always straightforward and it often requires an agile, responsive care plan to meet their changing needs. A specialist care approach is often flexible for each individual, stepping up the care when required, and stepping down again when progress or goals have been met.

Laetitia says, “It can be a long journey towards recovery but the importance of specialist rehabilitation is to focus on the person, not their eating disorder.”


About Bramacare

Bramacare first opened at The White House in north-Ipswich (Suffolk, England) in 2017, to provide residential and transitional living for adults with eating disorders. The service helps adults who are leaving hospital, some for the first time in many years, to reintegrate with the world and establish a way of living safely with their eating disorder as they work towards recovery. The service also helps to prevent hospitalisation by providing tailored care packages with access to medical monitoring, specialist nursing, therapists, and dieticians.

Bramacare also offers community support and day care activities for local people to help manage their eating disorder or disordered eating.

If you, or someone you know, could be struggling with an eating disorder, please contact your GP in the first instance and use trusted resources from charities like Beat who can guide you towards finding the right help.


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Men's Health Month

Men’s Health Awareness Month: Supporting Men’s Health in the Workplace

Men's Health Month

To mark Men’s Health Awareness Month, International SOS, the world’s leading health and security risk services company, emphasises the importance of creating supportive workplace environment that foster men’s health and mental wellbeing.

Men’s health remains a significant concern and poorer health profiles for men than for women have been reported, with discrepancies found in metrics including life expectancy, mortality rates, disability-adjusted life years, and non-sex-specific disease death rates. The World Health Organization (WHO) reports that non-communicable diseases (NCDs), are claiming around 74% of all lives lost each year, and in 2018, NCDs and injuries accounted for 86% of all male fatalities.

The WHO data shows that men across all socioeconomic groups demonstrate unhealthier smoking practices, unhealthier dietary patterns, higher alcohol consumption levels and higher rates of injuries than women. In fact, among the global population that used tobacco in 2020, a significantly higher percentage were men (36.7%), compared to women (7.8%). These statistics highlight the need to focus on improving men’s health and organisations can play a vital role in enhancing men’s health within their workplaces.

Men are significantly less likely than women to seek preventive care services, which can often lead to undiagnosed conditions. Men are also found to be less likely to have received mental health treatment than women. The stigma attached to illness and men perceiving illness as a weakness are often found to be the reasons why men are not as vocal about their health and mental wellbeing concerns.

Dr Anthony Renshaw, Regional Medical Director at International SOS, said “Men’s Health Awareness Month provides a crucial opportunity for organisations to re-evaluate their approach to supporting the health and wellbeing of male employees. In addition to physical health, we must also prioritise mental health, as it has a direct impact on overall productivity and workplace satisfaction. Employers can play a pivotal role in fostering open discussions, reducing stigma, and promoting a supportive environment for men to seek the help they may need.”

International SOS offers guidelines for organisations to provide workplace support specific for men’s health and wellbeing with the ‘H-O-P-E’ approach:


1. Hold workplace men’s forum that can act as a safe space. Having a supportive work environment where everyone, particularly men, know that they are allowed the time to address any health concerns is extremely enabling.


2. Offer male-specific confidential support from mental health professionals.


3. Provide your team leads with appropriate training to enable them to spot early signs of poor physical and mental health and know where they can signpost their employees to.


4. Encourage employees to have regular health check-ups, particularly screening for early detection and treatment of NCDs, as well as a mental health assessment if needed.

National Stress Awareness Day

Why Prioritising Employee Stress Is Important All Year Round

National Stress Awareness Day

An estimated 74% of UK adults feel so stressed they have been overwhelmed or unable to cope and the most common cause of stress is work-related. With daily commitments and a need to constantly balance home life and work, the strain caused can lead to a significant impact on mental and physical health.

With sick days at work hitting the highest level for 10 years and mental illness being a main cause, employers must be equipped with the right policies and benefits to support their employees.

National Stress Awareness Day, taking place on Thursday 2nd November, aims to highlight the ways that stress can affect people and what individuals, families, friends, and employers can do to manage this before it becomes a problem.

Here, Adrian Matthews, Head of Employee Benefits at MetLife UK, shares his top tips for helping employers support employees dealing with stress:

1. Communicate, communicate, communicate:

In the new age of hybrid working, it is easier than ever for employees to hide behind a screen, especially those who have greater flexibility over when they work in the office. While some employees may be open about the stress they are facing, some will feel hesitant and take advantage of hybrid working to cover up their true stress.

Therefore, employers should have an open line of communication both virtually and in-person along with an intent to build relationships and trust with employees such as regular face to face touchpoints or 121s. Talking is renowned as an important way to handle stress before it becomes a problem so making sure employees feel comfortable to open up is imperative.

2. Encourage regular annual leave:

Presenteeism can prove challenging as staff feel unable to take annual leave with the fear of an increasing workload on their return.  Some employees also find it difficult to switch off. Employers must watch carefully for this type of employee, especially if they are continuing to work long hours. Not only can this lead to extreme burnout in many cases but also an increase in sick days as this type of employee pushes themselves to continue working through mental or physical strain. Helping employees to plan their annual leave throughout the year and reiterating the importance of taking an extended break, can be a small step with huge benefits to working culture and the happiness of employees.

3. Keep an eye on burnout:

As employees face home and work life challenges, they may begin to experience elongated stress that will eventually lead to burnout. Being aware of changes to an employee’s productivity is vital. Managers need to be vigilant when monitoring how individuals interact or show signs of disengagement.

With sick days at work hitting the highest level in 10 years and a main factor cited being mental illness and stress, employers must show support and consider alternative methods to enable employees to return to the office after a sick period or holiday, without immediately being met with an uptick in stress due to their workload. A simple method to avoid this is for employers to encourage teams to share an email the day before employees return to work with any updates and actions that happened during their time off, or to schedule a quick catch up call on their return to the office to update them on priorities.

4. Valuing benefits packages:

Providing the right benefits package is essential to retain and support an engaged, happy workforce and will make sure employees feel supported in and out of the workplace. A business is only as strong as its people so investing in these policies, as well as implementing them into the work culture will help avoid stress and anxiety becoming a larger problem.

Employers should offer 24/7 access to an employee assistance programme (EAP) which is designed to help employees with their work, health, and wellbeing. This can range from counselling to financial wellbeing support. MetLife offers employees a virtual Wellbeing Hub that effectively engages employees through financial, mental, and physical wellbeing be that through childcare support and confidential counselling or by supporting an employee through financial difficulty.

World Menopause Day

Advancing Your Menopause Policy

World Menopause Day

By Charmaine Vincent, Founder and CEO of Baltimore Consulting

Menopause. It’s a hot topic of conversation for individuals and businesses alike, but with such a stigma still attached to it, the conversation around the menopause certainly packs a punch.

Every single person with female reproductive organs will experience the menopause – or ‘The Change’ – at some stage in their life, whether that be through natural causes, or medical or chemical induction.

Did you know that the menopause, where the female reproductive system no longer releases eggs, is actually just a one-day event?

The perimenopause, however, can last up to 12 years, and can set off a chain-reaction of both physical and mental symptoms. The symptoms can seriously affect someone’s ability to do their job. More than that, they can also prey on their minds – a job that was “a walk in the park,” and now they are struggling. The menopause is something way out of the control of the employee, but something that the employer and the person’s colleagues must take on board and assist where possible.

As employers, Baltimore Consulting is at the leading edge in providing menopausal support for their staff. They are constantly taking steps towards providing clients with advice and educating everyone on how to advance menopause policy in the workplace.

Recently, I attended the Institute of Government & Public Policy’s ‘Advancing Menopause Policy in the Workplace’ online conference. The event was of special importance to me, having experienced early perimenopause and feeling its impact on life, both personally and professionally, first-hand. At 36 years old, I began experiencing anxiety for the first time, alongside debilitating brain fog, mood swings and hot sweats.

It took two years of unsuccessful GP visits before my fortune changed. I started receiving medical attention from Bristol’s Menopause clinic, where they diagnosed my symptoms as perimenopausal. They got her started on her journey with oestrogen. Now, at 40 and two years into my HRT journey, the physical and mental changes have been literally game-changing for me.

I am not alone. A parliamentary report found that one in 100 people with female reproductive organs go through the menopause under the age of 40, with one in 1000 experiencing menopause under 30.


So why aren’t we seeking help?

I believe it is largely down to ‘shame’. Approximately 35,000 30–45-year-olds in the UK are walking around with undiagnosed menopausal symptoms because there isn’t enough education or support around the menopause. Far too often, people don’t even realise that they’re experiencing menopausal symptoms because they feel shame, or they’re being turned away by GPs because they’re ‘too young’.

Whilst the average age of menopause is 51, people with female reproductive organs can live through the perimenopause for 12 years beforehand. This accounts for such a huge workforce population, so change needs to happen.

Perhaps the best-known physical symptoms are hot flushes and irritability, but in addition, the employee may suffer from insomnia, fatigue, headaches, poor concentration, and urinary issues. These issues and a possible hormone imbalance can lead to mental health issues like anxiety, depression, panic attacks, mood swings, memory issues and loss of confidence – all things which can impact the way someone performs their role.

Undeniably, all these would affect a woman’s ability to remain productive and happy in the workplace. Therefore, it is more important than ever to work to remove the taboo surrounding menopausal policy in a professional environment. Stigma, lack of support and discrimination play key roles in forcing menopausal employees out of the workplace.

In a survey of over 2,000 women commissioned by the House of Commons Women and Equalities Committee, 67% reported ‘a loss of confidence’ due to menopausal symptoms, and 70% reported ‘increased stress’.

Despite this, only 12% of respondents sought any workplace adjustments, with 1 in 4 citing their worries about an employer’s reaction as their reason for not doing so. In a nutshell, you could lose a valuable experienced team member because you miss, rather than mitigate their menopause challenges.

The Advancing Menopause Policy in the Workplace conference addressed current policies and inequalities related to menopause in the workplace and offered insight into developing a stronger workplace culture regarding menopause, looking at overcoming discrimination and implementing practical support.

Here are a few simple ideas to consider as part of a menopause policy that mitigates, not just ticks a box.


  • Look at the person’s workspace regarding its nearness to the toilets or away from cold spots.
  • Conduct a general risk assessment to see if there are factors that could have a negative impact on an employee with the menopause.
  • Work with the employee. Do they experience moments during the day when fatigue can suddenly hit them?
  • Ask if they would feel more comfortable working from home.
  • It could be that being around the positive influence of colleagues could help stave off or reduce feelings of depression.
  • Engender a team spirit where colleagues can help and do their bit to support and help their fellow worker.
Wedding Day

Five Expert Tips On Managing Anxiety On Your Wedding Day

Wedding Day

40% of soon-to-be-weds categorise wedding planning as ‘extremely stressful’, with 71% of couples admitting that it’s more nerve-wracking than other pivotal life events, such as finding and starting a new job.

Of course, your wedding day is likely to be one of the happiest moments of your life. But from ensuring things runs smoothly to organising a ceremony that all guests will enjoy, there is no hiding that the celebrations can also be filled with anxiety.

That said, there are several steps you can take to tie the knot with fewer headaches and worries. Lake District Country Hotels, owners of luxurious wedding venues in Cumbria and the Lake District, offer precious tips on how to manage stress levels on your special day.


Practice self-care

In the days leading up to your wedding and on the morning of the celebration, make sure to take time to practice some much-needed self-care.

Hannah Arnold, Wedding Coordinator at Cragwood Country House Hotel, said: “It is only natural to feel agitated and nervous on the eve of such an important moment in a couple’s life. But don’t make the insecurities get the better of you – you deserve to enjoy your wedding from start to finish!

“This is why it is always vital to take some time for yourself and practice some well-deserved self-care ahead of the ceremony. This could be anything from taking a soothing bubble bath and going for a stroll in the park to meditating and doing some yoga.

“For example, spending time in nature can significantly decrease your levels of cortisol, a stress-inducing hormone. So connecting with nature a few hours before the event can help you alleviate your sentiments of anxiety and prepare you mentally for the exciting day ahead.”


Have breakfast

There may well be many things to think about on the morning of your wedding, but this shouldn’t be an excuse to skip breakfast. In fact, it will give you the right nutrients to navigate through the emotions of your big event.

Avocado, for instance, is a deliciously versatile option that can get the day to a bright start. It contains micronutrients like magnesium and vitamin B6, both of which can help regulate the body’s stress response and stabilise your mood through an injection of feel-good hormones (serotonin).

Pair your avocado slices with a couple of poached or scrambled eggs, and you will feel more relaxed overall. Egg yolks have minerals like zinc and choline in them, which can actively help keep those unwanted anxiety feelings at bay.  


Take deep breaths

Breathing techniques can act as a handy hack when things begin to feel a tad overwhelming. Whether it’s time to recite your vows at the altar or give a speech in front of your guests, there are moments when taking a deep breath will allow you to stay cool and collected.

Charlie Penwarden, Mental Health Consultant at Behaveo, explained: “Breathing is a powerful tool to brush stress and anxiety away.

“In short, deep breathing activates the parasympathetic nervous system, which is also known as the ‘rest and digest’ system. It regulates things such as your mood, your heart rate, and even your digestion.

“Taking deep breaths will send more oxygen to your brain and other organs, which in turn can promote relaxation and alleviate any sentiments of stress or anxiety.  

“The best way to do this is by using the so-called ‘box breathing’ technique. It consists in inhaling deeply for four seconds, holding your breath for four seconds, exhaling for four seconds, and finally holding your breath again for four seconds.”


Delegate tasks

The temptation to keep an eye on everything as the day unfolds is difficult to resist. But remember that you shouldn’t take care of all things yourself.

Offloading some of your duties and delegating tasks to family and friends will help you stay calm on the day and make the most of the celebrations. After all, it’s your wedding, so you should enjoy it to the fullest!

You will find that most guests will be more than happy to help, whether it is forwarding song requests to the DJ or taking photographs of crucial moments throughout the ceremony. And if you don’t feel comfortable asking your invitees, the venue’s in-house team will gladly offer a helping hand.


Embrace imperfections

It is only normal to want your special day to be as perfect as possible. However, things might not always go to plan, and that’s absolutely fine.

Imperfections and unexpected moments will only make your wedding day even more memorable, and you might look back at them with a smile on your face.

So don’t worry about pulling off an impeccable ceremony – instead, focus on your better half and on the joy and love surrounding you both.

Also, don’t fall into the trap of comparing your special day with other weddings. If one of your guests raves about the incredible cake at your cousin’s celebrations, just tune them out or change the subject.


What truly matters is that you and your partner are celebrating the beginning of married life together – all the rest isn’t worth your stress!

Grupo Cetep

World Mental Health Day: Grupo Cetep

Grupo Cetep

In recent years the world has shifted in its attitude towards mental health. Around a third of adults and young people reported that their mental health had worsened since March 2020. Despite growing awareness of this decrease in public mental health, many of those affected are still not getting the right support. Mental health awareness is important, but action can be live saving. This World Mental Health Day, we talk to Grupo Cetep as the company endeavours to educate, destigmatise, and positively impact the lives of its clientele.

A leader in health management and wellbeing, Grupo Cetep is a Chilean medical company specialising in the management and administration of mental health services. Established in 2006, the company is dedicated to providing comprehensive health and wellbeing solutions to positively impact patients’ lives. Its large team of experienced professionals possess vast expertise in the fields of private health, evidence-based medicine, and high technical quality. Grupo Cetep is proud to be certified by ISO 9001:2015 and has established an excellent reputation in the Chilean and LATAM markets for its passionate commitment to its work and development.

Grupo Cetep’s primary mission is to connect people with their own health and wellbeing. Everyone is entitled to quality mental health care regardless of their background or circumstances.

Since its beginning, the firm has established a variety of business units to meet the growing needs of its clientele. These include a training centre, a network of clinics and medical centres, an online market for wellbeing products, a healthy nutrition unit, and a non-profit organisation. Grupo Cetep is currently working on a Health Tech unit that will incorporate artificial intelligence and virtual reality into its healthcare. These technologies are set to revolutionise the way that health care is delivered. The company serves a wide range of clients from health insurance providers, workplace health and safety organisations, companies, and individual clients.

Grupo Cetep provides health and wellbeing solutions to people through several different strategies: promotion, training, treatment, rehabilitation, and supply of goods among others. Consistent innovation is necessary to stay ahead of the curve in mental health care. The company is a market leader, successfully incorporating lean methodologies and collaborative practices to provide its innovative resolutions. With human-centred design tools, its professional team is able to find personalised strategies that meet the needs of each individual client.

The mental health sphere must be continually developing scalable, affordable services to tackle the recent increase in mental health problems. Grupo Cetep has developed Mhaite, a digital wellbeing platform that seeks to globalise its mental health support for the Spanish-speaking population. Through a machine learning platform, Mhaite collects the user’s symptoms to establish the intensity and determine the treatment category that the patient will receive. Dependent on the urgency and symptoms, the user can be assigned a counsellor, psychologist, or psychiatrist. This digital platform will deliver effective, first-class support to those with mental health problems anywhere at any time for an affordable price.

Scientific studies have recently highlighted the impact that nutrition has on mental and emotional wellbeing. Grupo Cetep has formed a specialised food unit aimed at improving patients’ overall health. It has developed an unparalleled zero-calorie beverage, free from sweeteners, colourants, and preservatives. Containing a combination of medicinal herbs and fruits, its ingredients are sourced from the stunning Patagonia wilderness. Three varieties of the beverage have been created, each designed to harness the components unique properties. ‘Dreams’ has been designed to promote sleep induction, ‘Focus’ stimulates concentration abilities, and ‘Relax’ produces a state of tranquillity. The company will soon be launching this revolutionary product on the Chilean market.

This month, Grupo Cetep will be carrying out interventions in preparation for World Mental Health Day 2023. It will be running a campaign for companies to commit to mental health by providing their employees with psychoeducation. The firm will also be hosting a free, open seminar to discuss the causes of the recent increase in mental health problems. Another highlight will be a photographic exhibition about women and mental health in different universities across Chile.

In terms of future developments, the company plans to continue expanding its global presence. Grupo Cetep is in the process of modernising the healthcare industry by integrating pioneering technology across its departments. Over the next few months, it plans to take its services internationally to other Spanish-speaking regions, specifically Colombia, Mexico, and Florida. Grupo Cetep is in the process of carrying out research in order to launch the firm in these countries over the next year.

It is Grupo Cetep’s mission to bring people closer to their own health and wellbeing. Everyone deserves to have their voices heard and ultimately live a good quality of life. Grupo Cetep is dedicated to focusing on the needs of its clients and is constantly evolving to retain its status as a healthcare innovator. We are proud to showcase the hard work of those specialising in the mental health sector and hope that this World Mental Health Day, we can all come together to demonstrate compassion and enact positive change.

Company: Grupo Cetep

Web Address:

Menopause & Menstruation

1 in 5 Women Believe That Their Employer Doesn’t Support Menopause or Menstruation

Menopause & Menstruation

The survey revealed that:

  • 31%, almost a third, of women believe that menopause or menstruation negatively impacts their work.
  • 32%, almost a third of females surveyed, shared that they only feel comfortable talking about menopause and menstruation with their female colleagues and 21% don’t feel comfortable talking to anybody at all about it.
  • Only 28% of women believe that we should fully embrace menopause and menstruation talk in the workplace and be open about it.
  • Almost 1 in 5 women believe that their employer doesn’t support menopause or menstruation at all.
  • Just 27% of respondents reported that their employer offers free sanitary products.
  • Going to great lengths, 48% of respondents shared that they feel like they have to conceal or hide sanitary products from colleagues to take to the toilet.
  • 39% of respondents reported that they have faced situations where they have been unable to dispose of sanitary products properly.
  • Over half of women believe that they have or might be held back at work by menopause and or menstruation.
  • The full blog and research can be found here


Latest research by instantprint prevailing opinions regarding menopause and menstruation in the workplace to determine whether, in 2023, it remains taboo to talk about natural bodily functions.

They also spoke to Nic Ponsford, CEO & Founder of the Global Equality Collective who was involved in the development of the BSI Standards Publication Menstruation, menstrual health and menopause in the workplace – Guide to get her thoughts and opinions on our research.


What Is the Female Workforce Experiencing?

The survey first asked those who identified as female to share which of the following statements they believe;

  •    35% believe that they are currently going through menopause
    ●    34% believe that they have not gone through menopause
    ●    25% believe that they have gone through menopause
    ●    5% believe that they have a condition that affects their menstruation (Polycystic ovary syndrome, Endometriosis etc.)
    ●    1% believe that this does not apply

The UK workforce is home to female workers going through varying stages in their lives. With a pretty even split across the board, it’s evident that there’s a need for education and awareness of how to support the effect that menopause and menstruation have on a female workforce.  A common misconception is that menopause primarily affects older women, even though this is true for most women. Our survey revealed that of those who reported going through menopause, the most popular age range was 35-44 followed by 45-54 and 54+. 


What Impact Is Menopause and Menstruation Having on Work?

It’s common for women who have gone through menopause to continue experiencing symptoms for several years after their period ends. Medical menopause can occur earlier due to surgery such as hysterectomies, chemotherapy or hormonal treatments. 

A third of females surveyed shared that it positively impacts their work, whether going through menopause has given them a new lease of life or menstruation makes them feel like they can tackle anything, it seems that the female staff force isn’t letting anything get them down!

However, 31%, shared that they believe it negatively impacts their work. Fluctuating temperature, pain, unbalanced hormones, sleep deprivation and nausea are just some of the symptoms that female workers may be dealing with. Enough to put anyone off their work, menopause and menstruation can have substantial impacts.

28% shared that they feel that menopause and menstruation have no impact on their work and a small 4% shared that other people’s menopause and menstruation impact their work.


Is It Too Taboo to Talk About?

Although menopause and menstruation are natural biological processes, there is still a social stigma attached to them. Even though females make up a large proportion of the UK workforce and most of them experience or have experienced menopause or menstruation, talks about the two still remain taboo. We asked our survey respondents if they feel comfortable talking about menopause or menstruation with their employer and or colleagues.

Unsurprisingly 32%, almost a third of females surveyed, shared that they only feel comfortable talking about menopause and menstruation with other female colleagues.

An admirable 23% shared that they are open and feel comfortable talking to anyone about the two.

Over 1 in 5 women don’t feel comfortable talking to anybody at all about it.

19% shared that they feel comfortable talking to their colleagues but not their employer and 3% feel comfortable talking to their employer but not their colleagues.

Although 21% of respondents shared that they don’t feel comfortable talking about their period or menopause, we wanted to know if they felt that there should be more conversations about menopause and menstruation in the general workplace.

The decision was quite split. 28% believe that we should fully embrace menopause and menstruation talk in the workplace and be open about it. Alternatively, 28% shared that we should talk about it, but only to an extent as not everyone wants to talk about it. Another 22% believe that we should be more open about it, but only with other female colleagues.

19% believe that it is a private matter that should be kept private. It seems that even in 2023, some workplaces still haven’t created a culture and safe space in the workplace for females to easily and confidently talk about natural things happening to them.


Employers Need to Offer More Support

28% of female employees believe that their employer supports them but could do more and a shocking 19% believe that their employer doesn’t seem to support menopause or menstruation at all. A small 3% even reported that their employer makes work harder for them when dealing with menopause or menstruation.

23% believe their employer supports menopause and menstruation but is too accommodating.

Over a fifth of respondents believe that their employer fully supports female staff going through menopause and or menstruation.

We also quizzed male respondents to uncover whether they think their employer is doing enough to support menopause and menstruation.

29% of male respondents believe that their employer supports menopause and menstruation but could do more with 18% sharing that their employer completely supports both.

9% of respondents revealed that they believe their employer supports menopause but is too accommodating, 3% feel that their employer doesn’t support menopause or menstruation, with another 3% believing their employer actually makes it harder for those going through menopause or menstruation.


Free Period Products For Employees Are Hard to Come By

We delved deeper, asking survey respondents to share what their employer is actively doing to help support their female workers who are experiencing menopause and or menstruation.

30%, almost a third of respondents, shared that their employer allows them to work from home with 26% sharing that their employer would allow more flexible working hours. 28% also shared that their employer is relaxed when it comes to their dress code policy. Only 19% shared that they believed their uniform was suitable (dark-coloured and or breathable fabrics).

Shockingly, only 27% of respondents reported that their employer offers free sanitary products and only 3% shared that they have access to painkillers or medication. 

When it comes to facilities, only 20% shared that they have suitable decor such as dark office chairs, just 23% have access to drawers or locker spaces for personal belongings and only 23% reported having access to sanitary bins in all female, unisex and disabled toilets. It can be more difficult for a disabled employee to find the right menstrual products or a suitable accessible toilet to meet their needs.


Symptoms Range From Hot and Bothered to Calm and Confident

We asked our female respondents if they would share the symptoms of menopause and menstruation.

Ranking as the most common symptom, over a third of respondents shared that fluctuating temperatures affected them.

31% shared that they suffer from pain and discomfort and blood loss or low iron levels.

29% of workers suffer from headaches and 28% experience tiredness and insomnia.

Over 1 in 5 female workers also experience dizziness, brain fog, stiffness, nausea, changes in their mood, bad memory or concentration and lowered confidence.

21% shared that they suffer from depression and 23% suffer from anxiety.

Only a small proportion of workers shared the positives of going through menopause and or menstruation, with 6% sharing that they have increased confidence, 4% reporting lighter periods and less stress from PMS and 3% claiming that their hormones are more balanced.


Female Workers Often ‘Caught Short’ at Work

A shocking 48% of respondents shared that they feel like they have to conceal or hide sanitary products from colleagues to take to the toilet. It seems female workers are going to great lengths to hide a tampon or pad from co-workers to avoid ‘embarrassment’.

39% of respondents reported that they have faced situations where they have been unable to dispose of sanitary products properly whether that’s a lack of bins or shared bathrooms where those who may choose to use a menstrual cup are unable to remove it and clean it properly.

39% also shared that being too hot at work has left them feeling unable to concentrate, sweaty and or uncomfortable at work.

38% shared that they have previously had to deal with accidentally stained clothes or chairs.

37% have missed a deadline and or meeting due to symptoms while 35% shared they have had to take time off work or use their sick days due to the severity of their symptoms.

Free tea and coffee are easily made free and available at work but what about sanitary products? 35% of respondents also shared that they haven’t had access to sanitary products when they’ve been caught short at work. With 21% of respondents sharing that they don’t feel comfortable talking about their period, it puts female employees in a rather difficult situation.


More Than Half of Female Workers Feel ‘Held Back’

We asked our respondents if they felt that they had ever been held back or might be held back by menopause or menstruation at work.

In contrast to their male counterparts, a whopping 57% of women believe that they have or might be held back at work.

35%, over a third, feel like they ‘somewhat’ have been or may be held back.

Only 7% believe that they haven’t been held back by their menopause or menstruation with 2% reporting as unsure.


What About Male Employees?

Our survey also aimed to uncover male opinions on menopause and menstruation in the workplace. First, we asked respondents to share if they feel that female colleagues going through menopause or menstruation have an impact on their work.

28% shared that they believe it impacts their work sometimes, with 18% sharing that it doesn’t impact their work at all.

17% shared that they think their female colleagues’ menopause and menstruation impacts their work vastly.

26% shared that it doesn’t apply to them, possibly working in male-dominated industries where they have no immediate contact or employment with female colleagues.

We also posed the same question to male workers as we did earlier with female respondents. We asked our male survey participants how comfortable they feel talking about menopause or menstruation with their employer and or colleagues. 

It seems that male colleagues are open and receptive to discussing menopause and menstruation with an admirable 35% of male respondents sharing that they feel comfortable talking to anyone about it.

23% shared that they feel comfortable talking to their colleagues but not their employer, 11% would talk to their employer but not their colleagues and a small 9% shared that they don’t feel comfortable talking to anyone about it.

Male participants also shared their thoughts on whether they think there should be more conversations about menopause and menstruation in the workplace.

38% shared that they believe there should be more conversations but only to an extent as not everyone wants to talk about it.

29% believe it’s normal and natural and that we should all be more open about it.

11% believe that menopause and menstruation talk is better left between female colleagues to discuss, with another 11% believing it’s a private matter that should be kept private.