For Employers
Hormonal health across your whole workforce. Clinical advisory for employers preparing for GEAP and beyond.
HHEI works with employers on the full range of hormonal and cardiometabolic conditions affecting working-age adults, for women and men, across diverse demographics and roles.
A multi-lens Community Interest Company working alongside your HR, DEI, OH, and EAP partners. We contribute the integrated clinical and equity layer across the full multi-condition hormonal health remit.
Book a partnership call →Employment Rights Act 2025
UK employers with 250 or more employees will be expected to publish a Gender Equality Action Plan (GEAP) from Spring 2027. The statutory duty applies to menopause; government guidance encourages employers to extend their plans to endometriosis, PCOS, fibroids, and fertility. HHEI's employer partnerships address the full multi-condition remit.
Source: UK Government, Employment Rights Act 2025. Read our GEAP brief
EAP and platform partners
HHEI works alongside existing Employee Assistance Programmes rather than replacing them. If you are an EAP provider, benefits platform, or health tech company, we have written a detailed guide to how we integrate.
Read: beyond the EAPWhat you can commission
One-size-fits-all workforce health approaches miss large parts of the workforce. South Asian and Black employees, lower socioeconomic groups, and employees managing conditions that sit outside standard menopause frameworks all need an approach that reflects their actual clinical and cultural reality.
| Offering | Description |
|---|---|
| Hormonal Health Integration Days | Manager and team sessions across the multi-condition remit (endometriosis, PCOS, fibroids, fertility, perimenopause, menopause), built to plug into your L&D calendar. |
| Manager training and ERG enablement | Evidence-based education for line managers and ERG leads. Clinically grounded, occupationally informed, co-delivered with your existing HR and DEI partners. |
| OH/EAP framework consulting | Working alongside your existing OH provider and EAP to contribute the integrated multi-condition clinical layer to the frameworks already in place. |
| Policy and workforce frameworks | Policy templates and workplace-adjustment frameworks across menstrual health, fertility, and menopause, designed to outlast the GEAP cycle. |
| GEAP-aligned evidence layer | Clinical and equity evidence for HR, DEI and clinical governance functions preparing for the developing GEAP direction. |
| Lifestyle medicine and prevention programmes | Insulin resistance, cardiovascular risk, and metabolic health have direct workplace relevance. We design evidence-based lifestyle medicine programmes that sit within existing OH and wellness frameworks. |
| Works alongside existing EAP provision | HHEI does not replace your Employee Assistance Programme. We add the integrated hormonal health clinical layer that most EAP providers cannot hold in-house, working within your existing structure rather than in competition with it. |
The workforce case
How we work with the partners you already have
HHEI is built to integrate, not to replace. Typical collaborations include:
- Your existing OH provider, adding the integrated multi-condition hormonal-health clinical layer
- Your EAP and benefits platform, providing the integrated module they don't currently hold
- Your HR, DEI, and clinical governance functions, supporting GEAP evidence and policy
- Your ERGs and women's networks, community-grounded education shaped by expert-by-experience input
Questions
Workplace hormonal health: frequently asked
GEAPs were introduced under the Employment Rights Act 2025 and apply to UK employers with 250 or more employees, roughly the same population that publishes gender pay gap data. Mandatory publication is currently expected from Spring 2027, with a voluntary phase already open. The statutory duty applies specifically to menopause; government guidance encourages extension to endometriosis, PCOS, fibroids and fertility.