The advisory team helps ensure the Challenge is practical, credible and accessible to Michigan employers of different sizes. Members advise on the pledge, assessment, recommended actions, recognition requirements and lessons learned. They do not operate the program or review individual employer submissions.
Review-stage mockup: Every name, title and affiliation will remain unpublished until the individual confirms participation and grants permission for public use.
AR
Dr. Rose Moten
Participation, title and affiliation pending confirmation
AR
Katie Kirsch
Participation, title and affiliation pending confirmation
AR
Lisa VanWyk
Participation, title and affiliation pending confirmation
AR
Kelli — introduction requested
Participation, title and affiliation pending confirmation
AR
Tracy — introduction requested
Participation, title and affiliation pending confirmation
Advisory—not governing
Participation does not imply endorsement by an advisor’s employer, the Michigan Women’s Commission, LEO or the State of Michigan.
MichiganMenopause-Friendly Workplace Challenge
Inaugural cohort • Soft launch September 2026
Turn menopause awareness into workplace action.
Michigan women told the state what they need at work. This Challenge turns those findings into a short assessment, five tailored actions and recognition for employers that follow through.
Menopause symptoms are associated with an estimated $1.8 billion a year in lost work time in the United States, and $26.6 billion once related medical costs are included.
About 10 minutes • No employee health data
Open to Michigan employers of every size—from small teams to large organizations. No existing menopause program or budget required.
The employer case
Why this Challenge, and why now
Open to Michigan employers of every size, the Challenge turns statewide findings into practical workplace action.
The cost is measurable
Menopause symptoms are associated with an estimated $1.8 billion annually in lost work time in the United States and $26.6 billion when related medical costs are included. In the same research, 13% of employed women surveyed reported an adverse work outcome and 11% reported missing work because of symptoms.
79% said a menopause-supportive workplace was important. Yet 52% said their workplace culture did not make employees comfortable taking time off because of menopause, and 30% feared coworker judgment if they discussed symptoms.
Requested supports included remote-work options, better temperature control, cold drinking water, washroom access and reliable resources.
Clear information, prepared managers, consistent support processes and practical adjustments can help employers retain experienced people, reduce stigma and respond to workplace needs more confidently.
The Challenge gives employers a structured way to start now, measure gaps and demonstrate meaningful progress.
The Challenge is an independent initiative. References to published Commission findings do not imply endorsement, approval, partnership or sponsorship by the Michigan Women’s Commission, LEO or the State of Michigan.
Four steps
How the Challenge works
Step onePledge and assess
Make the workplace pledge, then answer questions about how your organization operates today across five domains.
Step twoReceive your tailored report
See which practices are established, which are inconsistent and where to focus, with five recommended actions.
Step threeChoose and complete an action
Select at least one qualifying improvement and implement it with your own team, an existing provider or one you choose.
Step fourSubmit evidence and earn recognition
Send organizational evidence of what changed. Approved employers receive the designation.
A clear 90-day path
Your implementation window begins when you select an action. Complete the action and submit organizational evidence within 90 days. One 30-day extension may be requested before the deadline.
What employers receive
Recognition for documented workplace action
Employers that complete the pledge and assessment, implement at least one qualifying action within 90 days and submit acceptable organizational evidence receive the Menopause-Friendly Workplace 2026–2027 designation.
A digital badge for approved organizational use
Optional listing in the public Recognized Employers directory
Recognition valid for 12 months from approval
Challenge recognition—not a legal-compliance certification or government endorsement.
Built from Michigan findings
Questions reflect what Michigan women said they needed and the Commission’s employer recommendations.
Private by design
The assessment asks about organizational practices—not employee diagnoses, symptoms or medical records.
One meaningful action
Select and implement at least one qualifying improvement to pursue the annual designation.
Independent, accessible and provider-neutral
Participation, the assessment, report, implementation guides, evidence review and recognition are free. Employers may implement actions internally, use an existing provider, select an independent directory provider or engage VelaHR. Purchasing services is never required and does not guarantee recognition.
Step 1 of 4
Tell us about your organization
We use this information to identify your organization and follow up on your selected action. We do not ask for employee health information.
Review version: Information entered here stays in this browser and is not submitted.
Step 2 of 4
Make the workplace pledge
This is a commitment to honest participation and meaningful follow-through—not a statement that every practice is already in place.
On behalf of my organization, I pledge to:
Recognize that menopause can affect health, well-being and the workplace experience.
Complete the employer assessment honestly and accurately.
Review what we learn about our culture, practices, policies and resources.
Choose and implement at least one meaningful qualifying action.
Provide honest organizational evidence of our progress and continue improving.
Answer for your organization as it operates today. A future plan should be marked No; an inconsistent or incomplete practice should be marked Partially.
Your readiness report
This report summarizes organizational practices based on your responses. It is not legal advice, a clinical assessment or a certification of compliance.
How to read your scores 75–100% means practices are largely established; 50–74% means progress is underway but inconsistent; below 50% identifies a priority area for action. “Not applicable” answers are excluded. Your overall score is the average of all five domains and is a readiness guide—not a compliance grade.
Your five recommended actions
Each recommendation explains the gap, gives practical examples and identifies acceptable proof. Choose at least one action to pursue.
Need help implementing an action?
Every recommendation includes free do-it-yourself examples. You may use your internal team, an existing provider, or compare optional providers matched to the support categories in your report.
Hiring any provider is optional and does not guarantee recognition.
Step 4 of 4
Choose your first action
Select one recommendation. Your 90-day implementation window will begin when you make this commitment.
Your 90-day window Your deadline will be calculated automatically. Reminders will be sent with 60, 30, 14 and 7 days remaining.
Optional implementation support Compare VelaHR and independent specialists organized by service category. You are never required to hire a provider.
This review version demonstrates the workflow but does not retain employer information or send email.
Optional implementation support
Find support for your selected action.
Start with the free implementation guidance in your report. If your organization wants additional help, compare providers by expertise and contact them directly.
How the directory works: Listings identify service areas—not endorsements. Providers do not review evidence or decide recognition. Employers are responsible for evaluating qualifications, fit, scope and fees.
Founding administrator & provider
VelaHR
Workplace Menopause Strategy & Implementation
Best fit for multi-action employer implementation
Readiness-report implementation
Policy and process reviews
Manager training and response tools
Accommodation and documentation workflows
Employee resources and confidential support
Evidence-readiness preparation
VelaHR administers the Challenge and also offers optional paid services. Purchasing VelaHR services is never required and does not affect recognition decisions.
Draft profile — confirmation pending
Shalece Daniels
Nervous-System Regulation
Best fit for employee wellbeing programming
Breathing and regulation practices
Stress-management education
Employee workshops
Practical wellbeing tools
Final title, services and contact details will appear only after provider approval.
Draft profile — confirmation pending
Klarissa
Menopause Education
Best fit for awareness and education
Menopause awareness sessions
Employee education
Facilitated workplace conversations
Practical non-clinical resources
Final name, title, services and contact details will appear only after provider approval.
Invited — profile pending
Anngie
Menopause, Hormone & Metabolic Health Education
Best fit for education and metabolic-health programming
Menopause and hormone education
Metabolic-health workshops
Virtual and in-person training
AI-supported health education
Listing is a mockup until the provider accepts and approves her profile.
Provider-neutral commitment
Employers may implement actions internally, use a provider that is not listed, or choose a directory provider. No purchase is required. Provider selection and Challenge recognition remain separate.
✓
90-day window started
Review-site note: Automated email delivery is not active on this temporary version. The production workflow will send confirmation and deadline reminders.
Recognition is awarded only after qualifying evidence is reviewed. Participation does not imply endorsement by the Michigan Women’s Commission, LEO or the State of Michigan.
Submit organizational evidence
Report your completed action
Tell us what your organization implemented and provide non-confidential evidence for review.
Protect employee privacy: Do not submit employee names, medical information, accommodation records or other confidential employee information.
✓
Evidence received
Your action is ready for review.
VelaHR will review the organizational evidence within 10 business days and contact the authorized representative if clarification is needed.
What happens next
Evidence is checked against the selected action.
Clarification is requested when necessary.
Approved employers receive the Menopause-Friendly Workplace 2026–2027 badge.
Employers that opted in are added to the public Recognized Employers directory.
