Reproductive mental health training for employees
Your benefits data is already paying for this. It's just filed under burnout.
Fertility treatment, pregnancy loss, postpartum and perimenopause don't stay at home. They show up as sick days, disability claims and resignations, usually recorded as general stress. Training the whole workforce changes what happens before any of that.
The scale of it
This is not a minority experience in your workforce.
How it shows up at work
- Increased sick days
- Presenteeism, present but cognitively depleted
- Burnout and disengagement
- Short term disability claims
- Voluntary turnover and quiet quitting
What it costs when nobody names it
- Productivity drops 20 to 40 percent during acute stress periods
- Replacing one employee costs 50 to 200 percent of their salary
- Burnout raises turnover risk by 2.6 times
- Poor return to work support increases the risk of repeat leave
- Caregiver strain is a leading predictor of burnout
What changes, and quickly
Manager training reaches the manager. This reaches their team.
Stigma drops
Which is what actually increases early help seeking, before a situation becomes a leave.
Peer support improves
Colleagues are the first people who notice. Isolation falls when they know what to say.
Harmful comments fall
Most damage is done by well meaning people with no script. We give them one.
Benefits get used
You are already paying for coverage employees don't know applies to them.
Returns go smoother
Return to work is where repeat leave risk concentrates, and where teams are least prepared.
HR escalations drop
Fewer interpersonal complaints tied to insensitive communication around loss and fertility.
Formats and investment
Three depths. Most teams start with the lunch hour.
Awareness
Lunch & Learn
60 minutes, any headcount
$1,250 to $2,500
- Reproductive and hormonal mental health 101
- Why people don't disclose, and the cost of that
- Quick wins your team can use the same week
Most requested
Half day
3 hours, skills and scripts
$3,000 to $4,500
- Everything in the Lunch & Learn
- Supportive peer language, and how to respond when someone shares
- Respecting boundaries, and when to approach a manager
- Accommodations at a high level, and when to refer on
Embedded
Full day
6 hours, practice and policy
$4,500 to $7,500
- Everything in the half day
- Deep practice with real workplace scenarios
- Policy guidance for leave, return to work and accommodation
Pricing shown is for organizations up to 500 employees, in Canadian dollars, and reflects complexity rather than headcount alone: how many stakeholder groups are involved, how much customization the content needs, and the scale of implementation. Larger organizations and multi site rollouts are quoted separately.
What's covered
Clinical content, in language that survives a Tuesday meeting.
Topics
- Reproductive and hormonal mental health 101
- Fertility treatment stress
- Pregnancy and postpartum mental health
- Pregnancy and infant loss
- Perimenopause and cognitive changes
- Caregiver strain and invisible load
In every session
- Why people don't disclose, and what stigma costs
- How small comments create large harm
- Supportive peer language you can actually use
- Respecting boundaries, and how to respond when someone shares
- When and how to approach a manager
- Accommodations at a high level, and when to seek professional help
What it takes to pay for itself
- In a 250 person organization, assume five employees take stress related leave tied to reproductive or caregiver strain
- Assume just one extended leave of 8 to 12 weeks is shortened by earlier support
- Savings in productivity and disability coverage typically land between $20,000 and $40,000
Preventing a single avoidable resignation of one mid career employee offsets the full annual training investment.
Who delivers it
This isn't generic wellness training.
It is evidence based, workplace ready education built by a clinician who spent a decade treating exactly these presentations in a hospital setting.
- Ten years specializing in fertility, pregnancy, postpartum, loss, perimenopause and caregiver mental health
- Clinical experience at Mount Sinai Hospital
- Former adjunct lecturer at the University of Toronto
- Creator of a training program for reproductive mental health professionals
- Delivers to healthcare teams, universities and HR leaders
Fifteen minutes to work out which format fits.
We'll ask about your headcount, your benefits utilization and what's already coming up in your HR data, then recommend a format and tailor the content to your workforce. No deck, no pitch.
For HR and benefits leads
What buyers ask before booking a session.
How do we know this is a problem in our workforce?
Look at two things in your benefits data: short-term disability claims coded as stress or burnout among women aged 30 to 50, and EAP utilization in that group. Reproductive mental health is routinely misfiled as general burnout, which is why most organizations are already absorbing the cost without a line item for it.
Is this delivered live or recorded?
Live, virtual or in person, and tailored to your workforce. We ask about headcount, benefits utilization and what is already surfacing in your HR data before we write the session.
Do you train managers separately from staff?
Both are available, but the whole-workforce session is what we recommend first. Manager-only training reaches the manager. Most of the damage, and most of the support, happens between colleagues.
What does it cost?
$1,250 to $2,500 for a 60 minute lunch and learn, $3,000 to $4,500 for a half day, and $4,500 to $7,500 for a full day, for organizations up to 500 employees. Pricing reflects complexity and customization rather than headcount alone.
Can you work with our EAP or benefits provider?
Yes. The training is education rather than clinical care, so it sits alongside whatever provision you already have. We will also tell your people how to use the coverage you are already paying for, which is usually underused.