Welcome to August!

I can’t quite believe we’re already heading towards the second half of the year! July has been an incredibly busy month at Sparks HR, both professionally and personally, and there are some exciting things coming up over the next few months that I’d love to share with you.

As always, thank you to every client, networking contact and supporter who continues to champion Sparks HR. Your support genuinely means the world.

Women’s Equality Day – 26th August

Although Women’s Equality Day originated in the United States, the message behind it is universal.

It is a reminder that equality isn’t just about representation or legislation. It’s about creating workplaces where women feel heard, valued, supported and able to thrive throughout every stage of their careers.

For me, this links perfectly with my mission to create menopause-inclusive workplaces.

Menopause isn’t simply a wellbeing issue, it’s an equality issue.

When talented, experienced women leave organisations because nobody recognised the signs, nobody knew how to support them and they felt they had no choice but to resign or go off sick, we aren’t creating equal workplaces.

We’re losing knowledge, experience, leadership and future talent.

Women’s Equality Day provides the perfect opportunity to start conversations that matter, to invite colleagues to share experiences of feeling supported, overlooked or inspired throughout their careers.

These conversations build empathy, increase understanding and create the psychological safety needed for people to ask for help when they need it.  Sometimes awareness starts with simply listening.

Looking Ahead to Menopause Awareness Month

We’re now only two months away from World Menopause Day on 18th October and Menopause Awareness Month.

This year’s theme is:

“Empowering Women Through Health & Knowledge.”

I honestly couldn’t think of a better description of why I do what I do.

My menopause programmes are designed to empower organisations and colleagues with the knowledge, confidence and practical tools they need to support women through menopause.

Whether that’s through my:

• CPD Accredited Menopause Awareness for Colleagues

• CPD Accredited Menopause for Managers

• CPD Accredited Menopause Champion Programme

• Sparks Menopause Inclusion Transformation Programme

… the goal is always the same:

Education. Awareness. Understanding. Practical support. Sustainable culture change.

Because knowledge changes lives and below is a perfect example of this in action …

A Conversation That Changed Everything

Recently, a friend reached out to me, she’d been struggling for months with crippling anxiety. No confidence, constant self-doubt, feeling emotional.  She didn’t recognise herself anymore and eventually she felt she had no choice but to admit defeat and go off sick from work.

As she talked, something immediately stood out to me.

I gently asked:

“Have you considered that this could be perimenopause?”

She hadn’t, not once.  We chatted for around 45 minutes and later that day she messaged me to say:

“Thank you. It feels like a huge weight has been lifted. I finally understand what’s happening to me.”

That conversation is exactly why awareness matters, nobody spotted it, not her, not her manager. not her colleagues, despite everyone knowing she was struggling.

Imagine if:

• she had attended a Menopause Awareness session and recognised the symptoms herself;

• her manager had attended Menopause for Managers and felt confident enough to recognise the signs and empowered to have an early supportive conversation;

• trained Menopause Champions had been available as another confidential layer of support; or

• her organisation had implemented the Sparks Menopause Inclusion Transformation Programme, embedding policies, practical resources, support pathways and an inclusive culture.

She may never have needed to go off sick and that’s the difference awareness makes.

Without support, many women simply believe they’re failing but they’re not, they’re experiencing something completely normal.

Did You Know?

• 3 in 4 women experience menopause symptoms with 1 of these describing their symptoms as debilitating 

• Around 1 in 4 women consider leaving work because of menopause and 1 in 10 do leave

• Replacing an employee earning £25,000 can cost an organisation over £30,000 once recruitment, onboarding, training and lost productivity are taken into account

• Many organisations now have a menopause policy but most still haven’t equipped managers or colleagues with the confidence to recognise the signs or have supportive conversations.

The human cost is heartbreaking; the business cost is significant.

The good news is that both are preventable.

Client Spotlight

One of the highlights of this month has been continuing to deliver a series of management development workshops as part of a client’s wider People Strategy.

Most recently, we focused on Sickness Absence Management, with a room full of managers who were fully engaged, asking thoughtful questions and working through real-life scenarios together.

Developing confident managers is one of the greatest investments any organisation can make. When managers have the skills, knowledge and confidence to lead effectively, organisations benefit from stronger engagement, improved wellbeing, better performance and more consistent decision-making.

HR Update 

The employment landscape continues to evolve, and forward-thinking organisations are already preparing for what’s ahead.

Here’s what’s on my radar:

• Menopause Action Plans are to become mandatory in 2027 for organisations with over 250 employees

• From January 2027, the qualifying period for unfair dismissal is reducing to just six months

• Organisations investing in manager capability, inclusive cultures and proactive people strategies now will be far better prepared for future legislative changes

Good HR isn’t about reacting to change, it’s about preparing for it.

Planning Ahead?

The second half of the year is always one of the busiest times for organisations as they begin planning people initiatives, setting budgets and preparing for the year ahead.

If you’re looking to invest in your people, now is the perfect time to start those conversations.

I currently have:

• A couple of dates available in August to support organisations marking Women’s Equality Day through meaningful conversations about gender equity, menopause awareness and creating inclusive workplaces.

• Limited availability in October for organisations wishing to recognise Menopause Awareness Month and World Menopause Day with CPD Accredited training, keynote sessions, Menopause Champion programmes or by beginning their Sparks Menopause Inclusion Transformation Programme.

Planning ahead not only secures your preferred dates but also gives your organisation the opportunity to create meaningful, lasting impact rather than delivering a one-off awareness event.

What’s Been Happening in the world of Sparks HR?

It’s certainly been a month to remember!

• My youngest daughter represented her country at the Dance World Cup. Watching her perform on the world stage alongside her amazing teammates was an experience our family will never forget.

• We also celebrated a huge proud parent moment as our son graduated with a First Class Honours Degree in BA (Hons) Television & Radio Production. He has worked incredibly hard, balancing university with gaining real industry experience at BBC Radio Lancashire, and we couldn’t be prouder.

• I was honoured to feature in Female Boss Magazine, sharing the story behind Sparks HR, the resilience it took to build the business and why creating people-first workplaces means so much to me.

• Sparks HR has also been recognised as a Trusted Women Biz in Workplace Culture & HR Transformation, another milestone that I’m incredibly proud of and one that reflects the trust my clients place in me every day.

• And to top it off, I was thrilled to be named a Small Business Sunday Winner, chosen by Theo Paphitis,  a huge honour and one of the proudest moments of my business journey so far.

Something to think about …

If someone in your organisation started experiencing menopause symptoms tomorrow …

• Would your managers know what to do?

• Would your colleagues recognise the signs?

• Would there be someone they felt comfortable talking to?

• Would your organisation have the right policies, resources and support in place?

If you’re not completely confident in answering “yes” to every one of those questions, perhaps it’s time we had a conversation.

Let’s Create Better Workplaces Together

Creating inclusive workplaces isn’t simply about compliance.

It’s about helping people stay healthy, feel valued, perform at their best and continue building successful careers.

When organisations invest in their people, everyone benefits.

If you’d like to recognise Women’s Equality Day, secure a session for Menopause Awareness Month, strengthen your managers, or begin your menopause inclusion journey, I’d love to help.

Thank you, as always, for your continued support.

Have a fantastic August!

“Bringing the human back into workplaces.”

Alison x