The hero programme for employers
Nadi Workplace Cohort: invest in the women already doing the work
A time-boxed programme for a group of women at your organisation: the Nadi calendar, live sessions, and measured change you can take to your senior leadership team.
Not sure yet? The free scorecard and our awareness sessions are the place to start.
What it is
A named group. A fixed window. A measured result.
The Workplace Cohort is a talent investment: a time-boxed programme for a named group of women at one employer. Rather than a one-off talk, it runs across several cycles, so each participant can see her own pattern and the organisation can see what changed.
It complements the free door: the workplace scorecard, our awareness sessions and the BS ISO 45010 guidance all stay exactly where they are.
What is included
Calendar, sessions, measurement.
- The Nadi calendar for every participant: her four cycle phases in the Google or Apple calendar she already uses, private to her.
- Live sessions across the programme, building menstrual health literacy and practical ways of working.
- Measured change: before-and-after measures, reported to the sponsor in aggregate.
- Baseline bloods (partnership): an optional element under exploration with Forth With Life. Details on a call.
How it works
Around 10 women, over 4 to 5 months.
- Scope on a call. Your HR or People sponsor agrees the group, the window and the measures with us.
- Baseline. Participants complete before measures and set up the Nadi calendar.
- Live the programme. Live sessions across roughly 4 to 5 months, spanning several full cycles.
- After measures and report. The sponsor receives an aggregated before-and-after summary to take to the senior leadership team.
Privacy is built in: nobody is asked to disclose personal cycle information to their employer, and the employer report contains aggregated findings only.
Who it is for
Teams that already take wellbeing seriously.
The Cohort is built for HR, People and wellbeing leads whose organisation already has an EAP, a policy and wellbeing partners in place, and who now want a measured, visible investment in the women doing the work.
Alongside what you have
Strengthens the support already underway.
The Cohort sits alongside Peppy, your EAP, your policy work and your existing wellbeing partners. It strengthens what is already there and gives your senior leadership team time-boxed evidence of what a focused investment in menstrual health literacy delivers.
The evidence
Why employers invest in menstrual health literacy
When people can raise menstrual and menopausal health at work with confidence, organisations unlock measurable capacity. Analysis by the Centre for Economics and Business Research (CEBR) for BSI finds that if employees are confident raising challenges related to menstrual and menopausal health, this brings a potential UK productivity premium worth almost £300 million a year (BSI press release on BS ISO 45010, 7 September 2026; CEBR analysis for BSI).
Supporting people to work well also means tackling the gap between need and provision. CIPD research (2023) found that around seven in ten women who experience menstruation symptoms report a negative impact at work, yet only 12% say their organisation provides support such as policy, guidance or training (CIPD, Menstruation and support at work, 2023). Nationally, absenteeism linked to heavy or painful periods, endometriosis, fibroids and ovarian cysts is estimated to cost the UK economy nearly £11 billion a year (NHS Confederation, Create Health Foundation and London Economics, Women's health economics: investing in the 51 per cent, 2024). Use that figure as economy-level context for why support matters, not as a claim about any single employer's costs.
Talent investment is the positive frame. CIPD (2023) reports that 3% of women surveyed had left a job due to a lack of menstrual health support, with a further 5% considering leaving, and that 12% said menstrual symptoms had negatively affected career progression. A time-boxed cohort lets an employer show it invests in people, gather before-and-after evidence for SLT, and strengthen (not replace) EAP, policy and existing wellbeing partners.
Sources
- BSI (7 Sep 2026). New global standard launched to support menstruation and menopause at work.
- BSI / CEBR (16 Jun 2026). Productivity Premium.
- CIPD (2023). Menstruation and support at work.
- NHS Confederation, Create Health Foundation, London Economics (2024). Women's health economics: investing in the 51 per cent.
Measurement
Before and after, in plain terms.
The draft measures are confidence raising menstrual health at work and qualitative wellbeing, captured before and after the programme and reported in aggregate. Further measures are agreed with your sponsor on the call.
Questions from sponsors
Planning a Workplace Cohort.
How is the Workplace Cohort different from a single awareness session?
An awareness session builds shared language in 60 to 90 minutes and suits lunch-and-learns or wellbeing weeks. The Workplace Cohort is a time-boxed programme over roughly 4 to 5 months for a named group of around 10 women at one employer, combining the Nadi calendar, live sessions and before-and-after measurement.
Do participants have to share cycle details with their employer?
No. Participation is private. Each woman uses the Nadi calendar for herself, and nobody is asked to disclose personal cycle information to their employer. The employer receives aggregated before-and-after findings only, never personal cycle data.
Does the Cohort replace our EAP, Peppy or wellbeing partners?
No. The Cohort is designed to sit alongside your EAP, policy work and existing wellbeing partners, and to strengthen what is already underway. It adds a time-boxed, measured programme focused specifically on menstrual health literacy.
How many people take part, and who chooses them?
A pilot cohort is around 10 women. Your HR or People sponsor agrees the group with us on a call; taking part is always voluntary.
Is this BS ISO 45010 certification?
No. BS ISO 45010 (ISO 45010:2026) is guidance, and no organisational certification exists against it. The Cohort is informed by the guidance and gives your organisation practical experience of putting it to work.
Are the baseline bloods included?
Baseline bloods are an optional element under a partnership we are exploring, and they are never the lead offer. Whether they fit your cohort is a conversation for the intro call.
Build menstrual health awareness in your organisation.
Use the free scorecard to reflect on workplace support, then bring your priorities to a call with Megan.