29/04/2026
National Workplace Wellbeing Day and the conversation we are still avoiding
This Friday, April 30, marks National Workplace Wellbeing Day in Ireland, led by Ibec.
It’s a day dedicated to supporting employee wellbeing, fostering belonging, and building healthier workplaces.
And it matters.
But there is still one conversation missing in most organisations.
Perimenopause and menopause.
Not because it isn’t important.
Because it’s still uncomfortable.
And yet, this phase impacts women at one of the most powerful stages of their lives.
When they are leading.
Building.
Mentoring.
Driving results.
Contributing at the highest level of their careers.
And still:
→ many are silently navigating brain fog, anxiety, broken sleep, and emotional overwhelm
→ many are questioning themselves in ways they never have before
→ and 1 in 10 women leave the workforce because of menopause-related symptoms
Not because they are less capable.
Because they are unsupported.
What is often missed is that this is not “just hormonal.”
The brain is directly involved.
Estrogen receptors are found throughout the brain — affecting memory, focus, mood, and resilience to stress. When hormone levels fluctuate, the brain feels it first.
That is why a high-performing, capable woman can suddenly feel:
– less clear
– less confident
– more overwhelmed by things she once handled with ease
It is not a weakness.
It is biology.
And that is why support needs to go far beyond surface-level wellbeing initiatives.
Nutrition and lifestyle play a critical role.
Stable blood sugar, targeted nutrients, nervous system regulation, sleep, and stress care are not “nice to have.”
They are foundational for:
- cognitive clarity
- emotional stability
- sustained energy
- long-term brain health
This is not just a woman’s issue.
It is a leadership issue.
A retention issue.
A performance issue.
A culture issue.
Because when a woman feels truly supported biologically, mentally, and emotionally, she doesn’t step back.
She expands.
Creating space for this conversation does not require complex policies.
It starts with awareness.
With normalising, by giving women permission to stop hiding what they are going through.
From there, real support can follow:
- education and awareness sessions
- nutrition and brain-health support
- nervous system regulation tools
- flexible structures that support energy, not just output
When women are supported through this transition, organisations do not lose talent.
They unlock leadership, loyalty, and presence on a deeper level.
So here is my invitation, and it is for everyone:
To organisations: Look deeper. Real wellbeing meets people in real life.
To women: You are not failing. You deserve real support.
To the men around them, partners, colleagues, sisters, mothers, friends: Your understanding matters more than you may realise.
This is not a side conversation.
It is part of how we choose to lead, support, and grow together.
If you or your organisation is ready to bring this conversation in, with science-backed, practical tools, I’d love to help you and your teams move it forward.