Across the private sector, thousands of experienced women are stepping away from work each year because of unmanaged perimenopause symptoms.

Research from the CIPD shows that: 

• 3 in 5 women say menopause symptoms negatively affect them at work
• 1 in 10 have left a job as a result

It’s a huge retention issue, as well as a health problem. When women feel unsupported, organisations lose knowledge, leadership and experience that can take years to rebuild.

The good news is that with the right awareness and practical help, perimenopause doesn’t have to push anyone out of work. Employers can make a real difference in keeping talented women healthy, confident, and part of their teams for longer.

What is Perimenopause?

Perimenopause is the time leading up to menopause and often lasts several years. It’s when hormone levels start to fluctuate and symptoms begin, even while periods continue.

Common symptoms include:

• Hot flushes and night sweats

• Fatigue and disrupted sleep

• Anxiety, mood changes or low confidence

• Brain fog and difficulty concentrating

• Irregular periods

• Joint pain or headaches

Every woman’s experience is different. Some have mild symptoms while others find daily life and work are significantly affected.

Why Perimenopause Impacts Work and Retention

Perimenopause often coincides with a stage of life where women are at the height of their experience — leading teams, mentoring others, and driving change. But without the right understanding or flexibility at work, symptoms can make even small tasks feel overwhelming.

The impact on work:

• Difficulty concentrating or remembering information

• Interrupted sleep leading to fatigue and lower productivity

• Worries about professionalism during hot flushes or mood swings

• Reluctance to discuss symptoms with managers

• Taking time off sick or stepping back from promotions

When this happens, people’s confidence dips — and so does retention. Employers risk losing valued people at the peak of their careers.

Creating a menopause-friendly environment helps change that. With small adjustments and open conversations, organisations can retain expertise, strengthen inclusion, and show real care for employee wellbeing.

Practical Ways Employers Can Help

1. Normalise The conversation

Add menopause to wellbeing calendars, share trusted information and make it clear that it’s okay to talk about.

2. Support your managers

Many managers want to help but aren’t sure how. Offer short awareness sessions, clear guidance on adjustments and a supportive tone. Download Anya’s Line Managers’ Guide to support them in starting conversations. 

3. Create a clear policy

A Menopause Policy gives structure and reassurance. It shows your organisation takes the issue seriously.

5. Give access to expert help

Digital solutions like Anya make menopause care accessible and confidential. connecting employees to expert support, guided self-care and 24/7 support — all through a simple app.

Your Action Plan: What Perimenopause Support Looks like in Practice

To encourage a truly supportive and inclusive workplace, here are some focus areas we have seen People teams deliver in practice. 

 1. Practical Workplace Perimenopause Adjustments 

Small, thoughtful changes can make work more comfortable and show genuine care.

• Keep adjustments private
  Create a simple Workplace Adjustment Passport so employees can record what helps them — like having a desk fan or flexible start time — without having to repeat personal details each time they change roles or managers.
  
  
• Write things down
  Follow up team meetings with short written notes. This helps everyone — especially those dealing with brain fog — stay on track.
  
  
• Provide cooling options
  Simple items like hand-held fans or access to a small fridge for cold water can make a big difference during hot flushes.
  
  
• Check the environment
  Include menopause needs in your regular health and safety checks. Look at room temperature, ventilation, uniforms and easy access to toilets.
  
  
• Offer flexibility
  Allow adjusted start or finish times, or the option to work from home, to help manage sleep issues or fatigue.
•  

2. Build a Culture of Openness and Understanding 

Perimenopause shouldn’t be something people feel they have to hide. Cultivate a culture where employees feel psychologically safe and managers are genuinely empathetic. 

• Lead with empathy
  Suggest managers start regular team meetings with a brief, non-specific “Empathy Moment” (e.g., “Please prioritise your wellbeing today”). A small phrase can sets the tone for kindness and understanding without requiring disclosure. 
  
  
• Encourage “Thinking out loud” strategies
  Train teams to normalise verbalising workflow (e.g., “I’m just making a quick list of our next three steps now”) as a neutral way to mitigate brain fog and maintain clear team communication without singling out individuals.
  
  
• Bring learning to life 
  Offer short workshops that help managers understand what menopause can feel like and how to support colleagues going through it.
  
  
• Appoint Menopause Champions 
  Designate and train internal “Menopause Champions” to provide confidential peer support and advocate for adjustments.
  
  
• Review your policies
  Make sure HR and wellbeing policies clearly include menopause and perimenopause as part of your health and inclusion framework.

3. Give Access to Discreet, Expert Help

Not everyone feels comfortable talking about menopause at work — and that’s okay. Providing confidential, expert-led support helps employees take care of their health in their own way.

• Use digital tools
  Platforms like Anya give employees 24/7 access to evidence-based articles, self-care plans, and symptom tracking in complete privacy.
  
  
• Offer virtual appointments
  Give staff the option to speak directly with menopause specialists online, from home, when it suits them.
  
  
• Support the whole family

  Menopause can affect partners too — offer access to educational resources and advice for them as well.

• Keep the conversation going
  Host regular webinars or Q&A sessions with experts so employees can learn and ask questions in a safe, supportive space.
  
  

Anya offers all this and more. 

By proactively addressing perimenopause, you’re future proofing your talent pipeline, retaining invaluable experience, and cultivating a truly inclusive, high performing workforce where everyone feels supported throughout every life stage. 

By Jessie Ghedia (Client Success and Partnerships Lead) 

The post Perimenopause at Work: How Employers Can Support and Retain Talent  appeared first on Meet Anya..

This moment of transition is often viewed through the narrow lens of administrative policy — but it is, in fact, a profound leadership opportunity. A parent returning to work hasn’t just been away; they’ve spent a year developing entirely new competencies. They come back with a proven ability for extreme efficiency, crisis-level prioritisation, and deep empathy — skills essential for any senior role.

Our job as employers and leaders is to recognise this shift, acknowledge the emotional and logistical challenges involved, and design a “Welcome Home” experience that helps them — and your business — thrive long term.

The Overlooked Advantage: Why Supporting Parents Returning to Work Builds Stronger Leaders

Your policies might look strong on paper, but if the return experience feels jarring, you risk losing some of your best people. New parents often struggle with internal pressure, the emotional reality of leaving their child, and imposter syndrome.

???? The Emotional Load

We must remember that returning parents are likely navigating chronic sleep deprivation, managing complex childcare arrangements, and possibly experiencing postpartum anxieties or a shift in personal identity. Expecting them to seamlessly “slot back in” is unrealistic — and unfair.

???? The Rigidity Wall

When a reasonable request for flexibility is met with bureaucratic reluctance, the message received is clear: We value rigid schedules over your proven capability.

This outdated approach is a key driver of attrition — but it doesn’t have to be. While long-term flexibility may not be feasible for every role, a phased, supported return is both possible and deeply appreciated by employees eager to contribute and thrive again, supporting parents returning to work after maternity or parental leave.

How Do We Modernise Supporting Parents Returning to Work?

In my work supporting organisations in adopting women’s health and parenting solutions, two questions consistently arise:

1. How can we leverage digital tools, like the Anya app, to support parents beyond basic HR?
2. What innovative steps are high-performing employers taking to smooth the return-to-work journey?

The answers lie in shifting from reactive policy management to a proactive, human-centred strategy — one that combines digital peace of mind with real-world workplace flexibility.

Three Pillars for Supporting Parents Returning to Work Successfully

To master this transition and establish your company as an employer of choice for working parents, consider these three pillars when developing your parental leave return program and supporting parents returning to work.

???????? Pillar 1: Offer 24/7 Digital and Wellness Support

Address the significant emotional and logistical load of new parenthood by offering access to trusted, in-the-moment support.

• Provide 24/7 Expert Guidance: Integrate a digital companion tool, such as the Anya app, to give returning parents empathetic, evidence-based, around-the-clock support for health and parenting queries. This might include access to video consultations, a supportive return-to-work community, and chat with infant feeding specialists.
  
• Deliver Essential Parenting Content: Offer evidence-based resources and structured parenting toolkits. Include practical guides on transitioning to childcare, nursery bag essentials, and balancing professional responsibilities.
  
• Boost Mental Health Resources: Include free annual subscription benefits for mental health and wellbeing apps as part of the return package, addressing the emotional toll and potential postpartum challenges.
  
• Implement a Return-to-Work Buddy: Pair returning parents with a colleague who has been through the process. A digital network or peer mentorship can provide emotional reassurance and logistical advice during the first month back.

???????? Pillar 2: Institute a Structured, Authentic “Welcome Home”

The first few weeks back are crucial for rebuilding confidence, connection, and a sense of belonging.

• Schedule a Career Check-In: Within the first four weeks, hold a protected one-on-one meeting. Reaffirm the employee’s long-term career path and development goals, signalling that their professional growth remains a priority for supporting parents returning to work.
  
• Execute Thoughtful “Welcome Home” Rituals:
  • Warm-Up: Have the team send a personal, handwritten note before the return date to express genuine excitement.
  • Prepared Workspace: Ensure the workspace is clean, functional, and includes a small, thoughtful gesture — like a snack basket or water bottle.
  • Low-Pressure First Day: Host a casual, no-work-talk team lunch and protect the first few days from high-stakes deadlines.
    
• Offer a Childcare Stipend: A temporary stipend to offset early childcare costs acknowledges the financial and emotional realities of this transition.

???????? Pillar 3: Champion Dignity and Creative Flexibility

Every organisation has a responsibility to provide dignity, flexibility, and understanding to parents returning from leave.

• Guarantee Breastfeeding Dignity: Designate a clean, private, lockable, non-toilet lactation room with refrigeration for expressing and storing milk — a small step with enormous impact on trust and wellbeing – supporting parents returning to work who are breastfeeding or providing breastmilk for their babies.
  
• Formalise a Phased Return: Introduce a paid, temporary phased return period (e.g., shorter days for a few weeks). This low-cost, high-impact policy fosters loyalty and retention.
  
• Offer Staggered Hours: Adjust start and end times (for example, 8 a.m. – 4 p.m.) to ease the logistical challenges of childcare drop-offs and pick-ups.
  
• Enforce Meeting-Free Zones: Define clear Core Meeting Hours (e.g., 10 a.m. – 3 p.m.) and protect time outside these hours as family time.
  
• Focus on Output, Not Presence: Shift organisational culture to value performance and outcomes over desk time. Make it clear that success is measured by results, not hours.

Build a Culture Where Parents — and Leaders — Thrive

By implementing a human-centred return-to-work strategy, companies do more than support an individual employee — they future-proof their talent pipeline and build a stronger, more loyal, and more resilient leadership base.

When parental leave becomes a leadership advantage, everyone benefits: the employee, their team, and the organisation’s long-term success.

By Jessie Ghedia (Client Success and Partnerships Lead) 

The post Supporting Parents Returning to Work: The Next Big Leadership Strategy appeared first on Meet Anya..

Returning to work isn’t merely an administrative step; it’s a monumental life transition, fraught with emotional, logistical, and financial complexities that directly impact family well-being and public health outcomes.

I believe we have a crucial role, in partnership with your services, to support these families. By understanding the common challenges that parents returning to work encounter, and knowing what innovative digital health tools are available, we can significantly enhance their well-being, their ability to maintain employment, and ultimately, the health of our communities.

The Practical Challenge: Pumping, Rights, and Preparation 

For many new parents, the decision to return to work is directly tied to their ability to manage infant feeding and breastfeeding at work. Continuing to breastfeed or express milk once back at work presents significant, practical hurdles, often in environments that are not set up to support them.

• Pumping Logistics: Managing the schedule of expressing milk is stressful, requiring adequate breaks, a clean, private space, and access to proper storage (a clean refrigerator). If the workplace fails to provide this, it can lead to physical discomfort, dropped feeding goals, and emotional distress.

• Lack of Awareness of Rights: Many employees in the UK are simply unaware of their legal rights for breastfeeding and expressing milk in the workplace. They often feel they must sacrifice their feeding goals for their job, a tension that is deeply stressful.

• The Logistical Labyrinth: Arranging reliable, affordable childcare is a huge hurdle. Coupled with managing new feeding routines, doctor’s appointments, and general baby care, the daily juggle can feel impossible.

• Emotional and Mental Load: New parents are frequently battling sleep deprivation, evolving family dynamics, and the intense emotional pull of leaving their child. Many experience lingering postpartum mental health challenges, which can be exacerbated by the demands of work.

Our collective goal is to ensure these families feel supported and equipped through digital support for new parents, so these families feel supported and understood, reducing the risk of mothers feeling forced out of the workforce altogether due to overwhelming pressure.

Your Toolkit: How Digital Support for New Parents Amplifies Your Impact

(Good keyword placement: “digital support for parents”)

We know that your time with service users is invaluable and often limited. This is where accessible digital health tools for families can extend your reach, offering continuous, evidence-based support directly to parents in their own homes.

Anya Health: Digital Support for New Parents

The Anya app is designed to be an accessible, 24/7 digital health companion for new parents. Did you know by integrating Anya into your recommendations, you empower families with trusted, expert-backed guidance whenever they need it — including practical support for returning to work?

Pillar 1: Practical Preparation and Workplace Navigation 

While directly supporting individual workplaces isn’t your primary role, you can empower families with the knowledge to advocate for themselves and prepare effectively. 

• Understanding Rights: Encourage parents to use digital resources to understand their UK legal rights for breastfeeding and expressing milk in the workplace. Empower them to discuss needs for a private space and flexible breaks with their employer. 

• Advocating for Flexibility: Provide guidance on initiating conversations about flexible working options, such as phased returns, staggered hours, or compressed weeks. 

• Childcare Transition Resources: Highlight Anya’s content on preparing for childcare, helping parents feel more organised and less anxious about this significant change. 

Pillar 2: Comprehensive Digital and Wellness Support 

Address the significant emotional and logistical load of new parenthood by offering access to trusted, in-the-moment digital parenting support. 

• 24/7 Expert Guidance: The Anya app provides empathetic, evidence-based, round-the-clock support for health queries. This includes access to web drop-ins for more in-depth discussions, and a specialist chat function, offering support with infant feeding specialists for those immediate concerns. 

• Holistic Parenting Content: Anya offers a wealth of evidence-based content and articles covering all stages of early parenthood. This includes 3D breastfeeding animations, practical guides on topics like what to pack in the nursery bag, and structured support to help families transition baby care to a provider. 

• Peer and Community Support: The app includes a return to work community feature, offering a digital space for parents to connect, share experiences, and find solidarity, reducing feelings of isolation. 

• Mental Wellness Tools: Anya provides resources that support parental mental health, offering accessible tools and information to help manage the emotional demands of returning to work and overall well-being. 

Accessible tools like the Anya app provide ongoing digital support for new parents navigating this life transition.

By recommending tools like Anya, you’re not just offering another resource; you’re extending your professional care into the home, providing continuity and confidence to families at one of their most challenging transitions. Your support for these parents strengthens not only individual families but the broader community’s well-being. 

By Jessie Ghedia (Client Success and Partnerships Lead) 

The post Empowering Families: How Digital Support Eases the Return to Work for New Parents  appeared first on Meet Anya..

by Harriet Shuttleworth

The end of August brings focus to the important celebration of Black Breastfeeding Week. Black Breastfeeding Week highlights challenges faced by black mothers who feed their infant breast milk, and promotes the countless benefits of breastfeeding in their communities. 

Adopted in Britain, with a dual purpose of raising awareness about the disparities faced by breastfeeding mothers of Black, Black British, Caribbean or African ethnicity, and promoting breastfeeding as a tool for combating those racial disparities. Black Breastfeeding Week holds immense importance in acknowledging the unique challenges and experiences of these mothers – and their infants.  

In this article, we delve into the origins of Black Breastfeeding Week, its historical context, and explore meaningful ways to celebrate and uplift Black breastfeeding mothers in the United Kingdom.  

What is Black Breastfeeding Week? 

Black Breastfeeding Week is an annual observance that aims to raise awareness about the unique challenges faced by Black mothers in breastfeeding and maternal health, while also celebrating and empowering women to breastfeed within Black communities. It focuses on addressing the racial disparities and systemic barriers that contribute to lower breastfeeding rates among Black women compared to other racial and ethnic groups. The week also serves as a platform to advocate for policy changes, provide education and support, and amplify the voices of Black breastfeeding mothers.  

During Black Breastfeeding Week, various events, workshops, discussions, and social media campaigns take place to highlight the importance of breastfeeding, share personal stories, provide evidence-based information, and create a supportive community for Black mothers who choose to breastfeed.  

When is Black Breastfeeding Week in the UK? 

25th – 31st August 2025.   

Black Breastfeeding Week usually takes place during the last week of August each year. However, the observance might not be as widely recognised or organised in the UK as it is in the United States where it originates from. 

Local organisations, healthcare providers and community groups that focus on maternal and infant health, breastfeeding support or Black empowerment groups may host events or provide information related to Black Breastfeeding Week in the UK. The website Black Breastfeeding Week is a great place to find a collected list of hosted events including ‘webinars, ‘Lunch & Latch’ sessions, webinars, group discussions and plenty more! If you want to host a Black Breastfeeding Week event, they’re a great organisation to get in touch with.  

This year’s theme is: Boots on the Ground: Rooted in Breastfeeding Success, Grounded in Community Support

What’s the history behind Black Breastfeeding Week? 

Black Breastfeeding Week was originally founded in the US in 2013 by Kimberly Seals Allers, Kiddada Green, and Anayah Sangodele-Ayoka. These visionary women recognised the racial disparities in breastfeeding rates and maternal health outcomes among Black communities in the United States. The week-long event aims to dismantle systemic barriers that hinder Black mothers from accessing the benefits of breastfeeding while also highlighting the vital role breastfeeding plays in improving maternal and infant health.  

The historical context behind Black Breastfeeding Week is rooted in a legacy of racial disparities and inequalities. Centuries of racial discrimination, socioeconomic challenges, and inadequate healthcare access have contributed to lower breastfeeding rates among Black women. The legacy of slavery in Black communities resulted in the forced separation of Black mothers from their infants, disrupting the intergenerational transfer of breastfeeding knowledge and practices. You can read plenty more about the history of black community breastfeeding trauma, including Slavery and Wet-Nursing, here.  

Celebrating Black Breastfeeding Week in the UK 

While Black Breastfeeding Week originated in the United States, its message and purpose is important globally, including in the United Kingdom and was brought to the UK by Londoner, Ruth Dennison.  

Celebrating Black breastfeeding mums in the UK involves acknowledging black mothers unique experiences, honouring cultural diversity, and addressing the barriers they can face. Here are some meaningful ways to celebrate and support breastfeeding mums of Black, Black British, Caribbean or African ethnicity in the UK:  

1. Cultural Sensitivity and Inclusivity: Healthcare professionals should receive cultural competency training to better understand the needs and cultural beliefs of these mothers. This enables them to provide tailored support and guidance that respects the traditions and values of Black families.  

2. Community Support and Education: Establish community-led support groups and workshops specifically designed for Black breastfeeding mothers. These safe spaces foster camaraderie, share experiences, and provide evidence-based information on breastfeeding.  

3. Visibility and Representation: Highlight the diverse stories of Black breastfeeding mums through social media campaigns, local events, and mainstream media. Representation matters and can help challenge stereotypes and misconceptions.  

4. Accessible Healthcare: Ensure equitable access to quality healthcare and breastfeeding support services, lactation consultants, and breastfeeding resources for all mothers, irrespective of their socioeconomic background.  

5. Policy Advocacy: Advocate for policies that support breastfeeding-friendly environments in workplaces, public spaces, and healthcare institutions. This includes paid maternity leave, lactation breaks, and private spaces for pumping or nursing.  

6. Culturally Relevant Resources: Develop and distribute culturally relevant breastfeeding resources, literature, and materials that reflect the experiences of Black mothers in the UK.  

7. Sharing your story: If you yourself are a black breastfeeding mother and you feel compelled to support, share your story online / social media to spread the word. Check out the article these mums shared of their story, and how it is to be breastfeeding as a black woman in modern day UK. 

Why does Black Breastfeeding Week matter? 

Black Breastfeeding Week 2025 serves as a poignant reminder of the need to address the healthcare inequalities that persist in maternal and infant health and ensuring the continuity of care for women from Black communities.  

By understanding the historical context, embracing cultural diversity, and taking proactive steps to support and celebrate Black breastfeeding mothers, the United Kingdom can contribute to a brighter, more inclusive future where all mothers have equal access to support for their breastfeeding.  

This week provides an opportunity to honour the strength and resilience of Black breastfeeding mums, while advocating for change on multiple fronts. 

The post Celebrating Black Breastfeeding Week appeared first on Meet Anya..