women's health training for the women you'd hate to lose.
Clear on Women's Health is a twelve month roadmap for organisations that know this matters and don't know where to begin. Four sessions across the year, a process your own managers write, and evidence of what changed.
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What's changed
it isn't whether this matters. it's where to start.
In under a year, an international standard, guidance from the CIPD, a report from a committee of MPs and a government strategy have all landed on the same subject. Between them they ask for the same two things: train your managers, and build a culture where people can say what's going on.
Almost nobody argues with that. What most organisations don't have is a first step. I've summarised all four in plain English, with links to the originals, so you can see what's actually being asked for. Read what the guidance says.
the gap doesn't start at 47
Most employers who get to women's health at all get there through menopause, and that's a good thing. But it reaches a woman in her late forties, after thirty years of working around a body nobody ever explained to her. The cramps that made her cancel a client call at 24. The endometriosis that took eight years to name.
Women in England diagnosed with endometriosis went on to earn an average of £56 a month less, and were 2.7 percentage points less likely to be in work, four to five years after diagnosis. Line-manager capability is where retention is won or lost, and it's needed decades earlier than most organisations think.
proof that something actually shifted
Training is easy to run and hard to evidence, which is usually why it's the first line cut. So afterwards we ask your people, anonymously, what they would have felt able to do before the session and what they feel able to do now. You get the shift, in one short report. Nationally, around half of women never tell their manager when an absence is related to their cycle. The report tells you what's true in your organisation.
rooted in psychology and physiology
These conversations fall down in two places at once. Managers don't know what's happening in the body, and they don't know how to talk about it. So the training is rooted in both: real physiology, explained in plain English, and counselling-grounded conversation skills to go with it. That's what makes it hold up in the room.
The employers who move on this keep the experienced women their competitors are quietly losing. And they have something to show for it, rather than hoping it landed.
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a year, not an afternoon
One workshop leaves people informed. A year leaves the organisation changed. Clear on Women's Health runs four sessions across twelve months, alternating between managers and teams, and each one produces something the next one needs.
agreeing what happens here
What the guidance asks of you, recognising it at work, and what to say when someone tells you something difficult. Ends by agreeing your route.
From every manager handling it differently. To one agreed answer, written down.
the whole picture, and the door
Women's hormonal health across a working life, organised by how it shows up at work. Then your route, by name, as your managers agreed it.
From taking the day and calling it a migraine. To knowing which door to use.
using it when it isn't textbook
Built on what has actually come up in your organisation since Q2, anonymised. Adjustments in practice, and the conversations that don't go to plan.
From a process nobody has tested. To managers who have handled the real thing.
depth, and the proof
Going deep on whichever area the year has shown matters most to your people. Plus the impact session, where we go through the year's numbers together.
From hoping it made a difference. To knowing what shifted.
Also includes email access between sessions, a monthly briefing, recordings, your route written up, and the video course for anyone who joins mid-year.
Single sessions
start with one session
Not ready to commit to a year? Start with one. Each is a 90-minute interactive workshop on a single topic, delivered live or digitally, in two editions: one for the managers who support, one for the teams who live it. Managers build the capability to respond well; teams build the understanding and confidence to speak up.
Your people learn something genuinely useful, and you get to see how I am in a room with your team before you decide about anything longer. Every session arrives with the measurement below, so you'll know whether it landed either way.
menstrual health at work
Menopause support tends to reach women in their late forties and fifties. This module reaches everyone, for the thirty years before that. Your people get a working understanding of what's actually happening in a menstrual cycle, how conditions like endometriosis and PMOS (still widely known as PCOS) show up at work, which adjustments make a measurable difference, and how to hold a straightforward conversation about it instead of avoiding one. One module, and you're supporting the whole menstruating workforce rather than a single life stage.
menopause at work
The stage where women at the peak of their experience quietly start planning an exit, and where managers are least sure what to say. Managers learn what perimenopause and menopause actually involve at work, which adjustments make a measurable difference, and how to hold a respectful, confident conversation instead of avoiding one. It's where a lot of organisations begin, because it's the stage they can already see.
neurodiversity & female hormones
ADHD and autism present differently in women, are diagnosed later, and interact with hormonal fluctuations in ways most workplaces have never been told about. This module closes that knowledge gap. Managers learn to recognise, support and adjust without ever diagnosing. Inclusion capability at the intersection two agendas usually miss, evidenced in your impact report.
Mix, match, or run them across the year. Most organisations start with one session and one audience. Where you want more than a single date in the calendar, that's Clear on Women's Health, the twelve month roadmap.
from the session to proof it worked, done for you
Booking a single session? It still arrives as a complete cycle: we train, we measure, and we hand you the result. Your HR team books one session and forwards one survey link afterwards. We do the rest. The twelve month roadmap above includes all of this, four times over.
interactive workshop
A 90-minute live or digital workshop in your chosen edition, for managers or for teams: scenario-based, discussion-led and practical, not a webinar people watch with their cameras off. Delivered in person across the UK or online wherever your people are based.
anonymous impact survey
One short survey once the session is done, asking your people what they would have felt able to do before it, and what they feel able to do now. 100% anonymous and 100% GDPR-compliant. No individual is identifiable, so people answer honestly.
post-training impact report
A short report showing what shifted, in plain numbers and in your people's own words. Something you can put in front of a board, a leadership team, or whoever signed off the spend, instead of hoping it landed.
Twenty minutes to scope which modules fit your people, your timeline and what you're actually trying to shift. If a workshop isn't the right first step, I'll say so on the call.
Results
what teams say after Lucy's been in
Gathered from anonymous post-session feedback, so people could be honest.
A recent lunch and learn session, delivered in person.
"It was a brilliant lunch and learn session for our team. Really engaging, informative and full of practical takeaways, and I'd absolutely recommend it. Lucy clearly has a huge amount of knowledge, but she explains everything in such an easy, relatable way that makes it really simple to digest and learn from."
"It was hugely beneficial as a guy to be there and understand what my colleagues are going through. Since the talk, I've noticed women being more honest about it, and it'll definitely impact the business positively. Highly recommend."
"It was great to understand the mood changes and the hormonal facts, and how to adapt your month to your cycle. Once you understand yourself better, you can only improve. These are simple changes you can do, and they'll make a massive difference."
"Such an insightful and useful talk, which every company should have. Everything was explained so well and clearly, and I'm really excited to start taking on board all the great tips."
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About
hi, i'm Lucy
I've spent years inside high-pressure, target-driven office environments, so I know exactly how this issue looks from the employer's side: it doesn't look like anything. It looks like a normal Tuesday, a vague sick day, a strong performer who's suddenly "not quite promotion-ready". I also know what it looks like from the other side, because I lived it. Weeks of feeling sharp and on top of everything, then weeks of working twice as hard for half the result, without understanding why.
When I finally understood what my hormones were doing to my energy, focus and mood, I could do something about it. That's the shift I now build inside organisations: turning something your people are already quietly managing into something your business can see, measure and support.
Menstrual health is where I started and where most of my delivery has been. It's the part of women's health that touches the most people for the longest stretch of their working lives, and it's the part employers are least likely to have covered. I also run menopause and neurodiversity modules, because the questions never stay in one box. But cycle health is the work I know best, and it's the work I'd always rather be doing.
Good questions
a few things you might be wondering
what do the survey and the impact report actually give us?
The survey goes out once we've been in: anonymous, short, and it asks your people what they would have felt able to do before the session and what they feel able to do now. What comes back to you is a report showing the shift, in numbers and in the comments people wrote themselves. It's what your people say changed rather than a controlled study, and I'd rather tell you that plainly than dress it up. It's evidence that something changed, which is more than most training of any kind can offer you. It's yours to use however's useful, whether that's a board pack, a leadership update, or simply deciding what to run next.
are we asking our managers to act as doctors or therapists?
Not at all. The training is carefully designed to establish clear professional boundaries. Managers learn how to facilitate supportive conversations, understand physiological realities, and agree on practical workplace adjustments, without ever attempting to diagnose health conditions or act as counsellors.
can 90 minutes really change anything?
One session won't rebuild a culture, and I'd be wary of anyone who promises you it will. What it does is give people language and permission they didn't have that morning. Managers stop avoiding the conversation because they're afraid of getting it wrong. People stop calling it a migraine. That's the shift the survey measures, and it's exactly why we measure rather than assume. Where employers want more than a shift, they run the modules as a series across the year rather than as one date in the calendar.
we already have a menopause or inclusion policy. why do we need training?
Policies set expectations, but line managers determine employee experience. Most managers report feeling unequipped to hold sensitive health conversations, meaning written policies often fail to translate into everyday support. Our training gives managers the actual conversational framework and physiological understanding needed to put your policy into practice.
we've already done menopause. isn't this covered?
It's a brilliant place to start, and it's where most employers do. But menopause support reaches a woman at around 47. Menstrual health reaches her from her teens onwards, which is almost her entire working life, and it reaches the graduate scheme as well as the leadership team. Nearly half of women have never told a manager that an absence was menstruation-related, and only 12% say their employer offers any menstrual health support at all (CIPD, 2023). If you've done the menopause piece, this is the thirty years in front of it.
is the survey genuinely anonymous? our people won't answer otherwise.
They won't, and they shouldn't have to. The survey collects no names, no email addresses and nothing that would let an individual be identified in the results. It's 100% anonymous and GDPR-compliant, and we say so plainly on the survey itself, because people only answer honestly when they believe it. Anonymous answers you can trust are worth far more than flattering ones you can't.
is this training suitable for male line managers or all-gender teams?
Absolutely, and male managers often get the greatest value from it. The sessions are grounded in clear physiology and practical communication frameworks, removing awkwardness and giving managers of any background the confidence to support their teams effectively.
we're a smaller organisation. is this worth it for us?
The costs don't check headcount. If you employ twenty women, several of them are managing something they haven't mentioned, and losing one experienced person hurts a small team far more than a large one. The modules run exactly the same way at any size. The only real difference is that in a smaller room, people tend to talk more.
what we are, and what we're not
Luella Learning is a specialist training provider. We deliver interactive workshops and the anonymised data framework that evidences their impact. We do not conduct compliance audits, provide legal advice, or draft or amend workplace policies or handbooks, and no training provider can guarantee a legal or regulatory outcome.
Responsibility for compliance, including anything you choose to publish in an Equality Action Plan, remains with your organisation and its legal counsel. If you are publishing one, the impact report is evidence you can use within it. But it's training evidence, not compliance sign-off, and we'd never present it as more than that.
professional status & non-medical disclaimer
The content, workshops, and frameworks provided by Luella Learning are for educational, informational, and professional capability-building purposes only. Lucy Twilley holds a Level 6 Graduate Certificate in Humanistic and Psychodynamic Counselling and a Level 5 Coaching Professional qualification, and is currently studying towards the Master Female Trainer qualification with the Women's Fitness Academy. However, she does not practice as a clinical counsellor, therapist, or medical professional, and services are not delivered in a clinical capacity.
The training, discussions, and materials do not constitute medical advice, therapy, diagnosis, treatment, or clinical intervention, and attendance at a workshop or session does not create a counselling, therapeutic, or clinical relationship between any participant and Lucy Twilley or Luella Learning. Clients and workshop participants must not rely on any information provided during these sessions as an alternative to medical advice from a GP, Occupational Health practitioner, or other professional healthcare provider.
let's find the right first step for your people
A free 20-minute consult to work out which module fits your people, what it would take to run it, and exactly what the impact report gives you afterwards.