Why This Matters to Your Organisation
The numbers are closer to home than most Dutch employers realise.
01
Scale
Nearly 2 million women aged 35–55 are working in the Netherlands right now.
That's the age range when perimenopause typically begins -often years before most people expect it.
03
Presenteeism
Most Dutch occupational physicians recognize a role for menopause in presenteeism and sickness absence, but 56% find it difficult to assess the relationship between symptoms and work ability. Managers face the same challenge - they cannot support what they cannot recognize.
02
Absenteeism
71% of women with menopausal symptoms in the Netherlands find it difficult to combine menopause with work, yet only 2% of Dutch employers have a menopause policy.
04
Legal compliance
The Dutch Arbowet requires employers to identify and mitigate health risks through a Risk Inventory (RI&E), prevent psychosocial workload, and adapt working conditions to employees' personal characteristics — including health conditions. Menopause symptoms that affect work capacity fall within these obligations.
Menopause Awareness for Teams
A 2-hour session that turns silence into support
Format: 2 hours, in-person at your office or online. Groups of 10-30.
Who it is for: All colleagues, all genders. Awareness is not just a women's issue - it is an organisational one.
What your team walks away with: A practical guide to supportive conversations, a list of low-cost workplace adjustments, and the confidence to act.
Most colleagues want to be supportive - they just do not know how. This interactive 2-hour session gives your team the language, understanding and practical tools to support colleagues experiencing menopause, without awkwardness or overstepping.​​
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What participants learn:​
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What menopause actually is — beyond the stereotypes
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How symptoms show up at work (concentration, energy, temperature, mood)
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The difference between menopause and burnout — and why it matters
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How to have a supportive conversation without being intrusive
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Simple workplace adjustments that make a measurable difference
Menopause vs. Burnout:
A Session for Line Managers
90 minutes to equip your managers with clarity and confidence
Format: 90 minutes, in-person or online.
Groups of 8-20 managers.
Who it is for: Line managers, team leads, and people managers -especially those managing teams with women aged 40-55.
What managers walk away with: A conversation guide, a checklist for reasonable adjustments, and a decision tree for escalation to HR or occupational health.
Menopause symptoms -fatigue, difficulty concentrating, emotional volatility, sleep disruption- overlap significantly with burnout. When managers cannot tell the difference, they default to performance management. The result: disengagement, sick leave, or resignation of your most experienced people.
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This 90-minute session gives line managers a clear framework for recognizing menopause-related challenges, starting supportive conversations, and making reasonable workplace adjustments -all within Dutch employment law.
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What managers learn:
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How to distinguish menopause symptoms from burnout or disengagement
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The manager's role under the Dutch Arbowet — duty of care, RI&E obligations, and reasonable adjustments
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A step-by-step conversation framework for sensitive 1:1s
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When and how to involve HR, occupational health (bedrijfsarts), or external support
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How to document accommodations appropriately
Where Coaching Expertise Meets Corporate Experience
I am an ICF-certified Functional Medicine Health and Life Coach based in Amsterdam. I combine clinical knowledge of hormonal health with hands-on corporate experience -having worked in fast-paced international environments before building SENSbalance.
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My sessions are grounded in functional medicine principles and tailored for the Dutch workplace context, including Arbowet compliance and occupational health pathways. I work in English with international teams across the Netherlands.
Getting Started Is Simple
1
Free consultation
A 20-minute call to understand your team's needs, group size, and preferred format.
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2
Tailored session plan
A proposal customised to your organisation, including pre-session communication templates you can share with participants.
3
Delivery and follow-up
The session, plus a post-session summary with recommended next steps for your organisation's menopause policy.