For employers
A menopause benefit your
employees will actually open.
Evidence-led, members-first, and built so surgical, early and neurodivergent perimenopause are covered alongside the typical path. Buy Team seats (10–49) in minutes; Company and Enterprise are quoted on request.
Nila has a free account, and a paid Premium tier (individual or in bulk for teams and clinics).
Price it in ten seconds
CAD $790
per year · 10 × $79 per seat
Start with a 10-seat pilot. That's CAD $790 for a year — less than a single recruitment fee — for one department or ERG. Codes are emailed within minutes, employees self-activate, and nothing about their use comes back to you.
Nila doesn't replace your clinical benefit — it's the always-on layer beside it, for the majority of staff who need answers and tracking rather than another appointment.
No PHI, everEmployees self-activateFrom CAD $79 per seat per yearMenopause Workplace Pledge signatory
Choose your team size
10–49 employees
CAD $79
per seat per year
Self-serve checkout. Codes emailed within minutes.
- Full Premium for every employee
- One invite code per seat, redeemed by the person
- Quarterly anonymized usage summary
- Pay by card now, invoice on request
Self-serve · Team tier
Buy Team seats now
For 10–49 employees. We'll email you one invite code per seat right after checkout, plus a short rollout note. Each code unlocks 12 months of Premium for the person who redeems it.
10–49 seats.
CAD $790 · 10 × $79/seat/year
50+ employees? The Company and Enterprise tiers are inquiry-only — use the form below to talk pricing, SSO and DPA.
Already a buyer? Sign in to your seat dashboard to track redemptions.
Pricing available in USD, CAD, GBP, and EUR. Annual contracts. Individual Premium is USD $99/year (CAD $129/year), Team tier and above represent meaningful volume savings.
Cost of doing nothing
What this is costing you now
Two numbers, an estimate you can take into a benefits review. Nothing is sent to us and nothing is stored.
50
employees likely in the menopause transition right now
CA$129,750
estimated annual exposure: CA$123,750 replacement cost plus CA$6,000 in missed work
CA$3,950
to cover every affected employee at CAD $79 a seat, less via a health plan
Estimate only, not a guarantee of savings. Assumes 20% of the workforce is in the transition (Bank of America / National Menopause Foundation, 2023), that 1 in 10 of those leave a role because of unmanaged symptoms (Fawcett Society, 2022), replacement cost at 33% of salary (Work Institute Retention Report), and ~$120 per affected employee per year in missed work (Mayo Clinic Proceedings, 2023). Your own turnover data will be more accurate, and we are happy to run it with you.
Take it to your leadership
Send me the business case pack
The leadership one-pager, a costed quote for your headcount, the DPA and MSA templates, and a sample rollout plan. Three fields, no sales sequence, unsubscribe in one click.
What every seat unlocks
What every employee gets
- Full research library, 400+ evidence-graded deep-dives on HRT, sleep, mood, surgical and early menopause, neurodivergence and menopause, and more
- Daily symptom, mood, and sleep tracking with full pattern history
- Doctor-ready CSV and PDF export, bring patterns directly to a GP or specialist
- 14 structured programmes: movement, nutrition, sleep, supplements, mindfulness, pelvic floor, and more
- Members-only community rooms, gated to paying members, moderated for substance
- Private journal, not shared, not accessed by employer or platform
- Nila with memory, continuity across sessions, personalized Sunday recap, proactive nudges
- No clinician booking, no triage, no PHI, employees open it when they choose, on their own terms
How the privacy model works
The privacy architecture
Employees activate themselves
The employer purchases seats and receives one redeemable invite code per seat. The employee redeems it themselves. The employer never sees who activated, who didn't, or anything about individual use.
Clinical data stays with the member
Symptoms, mood patterns, journal entries, GP letters, community activity, none of this is accessible to employers or plan administrators. It belongs to the person who created it. Always.
Employers receive aggregate proof-of-use only
Quarterly anonymized usage summaries show engagement at the cohort level, never by individual. No names. No symptoms. No clinical data. Company and Enterprise tiers include a 30-minute review call.
For the full brief: Data architecture for employers and plan administrators.
The regulatory environment is moving
Policy momentum
Canada
Free public MHT coverage rolling out across provinces (BC March 2026, others following). Western Canada's first Complex Menopause Clinic opened 2025. Menopause increasingly recognized in provincial benefit and DEI frameworks.
United Kingdom
Equality Act 2010 protections increasingly applied to menopause discrimination cases. Menopause workplace policy now standard guidance from CIPD and recommended by the Women and Equalities Committee.
United States
ADA, FMLA, PWFA, and Title VII apply to severe menopause symptoms. Washington State executive order, June 2026. The state of Illinois introduced menopause-related workplace and insurance legislation in 2026. Check the current status with the employment counsel for your jurisdiction.
Global
WEF 2026 Women's Health Investment Outlook named menopause a major untapped area for investment and collaboration.
Workplace pledge
We've signed the Menopause Workplace Pledge
Nila is proud to be a signatory of the Wellbeing of Women Menopause Workplace Pledge, committing to open conversation and practical support for people going through perimenopause and menopause at work.
Why it matters at work
- 1 in 10 UK women have left a job because of menopause symptoms (Fawcett Society, 2022).
- 8 in 10 say their employer doesn't have menopause support (Fawcett Society).
- In Canada, unmanaged menopause symptoms cost an estimated $3.5B a year: 540,000 lost work days, $3.3B in lost income from reduced hours, reduced pay or leaving work, and $237M in lost productivity (Menopause Foundation of Canada × Deloitte, 2023).
- 70% of Canadian women wouldn't feel comfortable raising symptoms with HR, and 67% wouldn't tell their supervisor. A policy nobody feels safe using doesn't get used (Menopause Foundation of Canada, 2023).
- The share of Canadian women in work drops 14% between age 45 and 59, against 10% for men over the same years (Menopause Foundation of Canada, 2023).
- US estimates put unmanaged menopause symptoms at $1.8B+ in lost productivity per year (Mayo Clinic Proceedings, 2023).
- 20% of the US workforce is in some phase of menopause transition right now (Bank of America / National Menopause Foundation, 2023).
- Total US healthcare costs related to menopause exceed $24 billion annually (Mayo Clinic, 2023).
- Most existing benefits are clinical-care marketplaces at £15 to £40 per employee per month. Nila is a fraction of that, and is the part employees will actually open week to week.
The companion read for your employees: Menopause at work.
What HR teams are saying
What employer partners are saying
"I've been looking for something like this for two years. The fact that employees self-activate and we never see individual data was the thing that got legal comfortable."
Head of People, professional services firm
"We sent the toolkit to our line managers on a Friday. Three of them had used the manager script by the following Wednesday."
HR Business Partner, mid-size tech company
"The price made it a no-brainer to pilot. Most of our team didn't even know free MHT coverage existed in BC."
Director of Total Rewards, Vancouver-based org
Feedback from employer partners, May–June 2026. Full case studies coming.
UK employers, what's coming in 2027
Menopause Action Plans under the Employment Rights Act 2025
The UK Employment Rights Act 2025 introduces a duty on larger employers to publish a Menopause Action Plan, setting out how the organisation supports employees going through menopause. The requirement is expected to commence in 2027, alongside the wider Equality Action Plan duty. Detail is still being consulted on, but the direction is set: a written plan, public-facing, reviewed annually.
Nila's free work toolkit already covers the substantive pieces a Menopause Action Plan tends to ask for: a drop-in HR policy, a line-manager training outline, reasonable-adjustments wording, a return-from-leave plan, and an awareness and comms starter. UK customers on a Team or Enterprise seat can use these as the starting draft, with their own legal and HR teams shaping the final published plan.
Nila does not provide legal advice. Final plans should be reviewed by your own UK employment counsel once the commencement regulations and statutory guidance are published.
What this is not
- · Not a clinical care marketplace. We don't book appointments or prescribe.
- · Not a wellness portal you'll never open. Nila is the membership your team actually uses.
- · Not surveillance. You get anonymized aggregate engagement only, never per-employee data.
- · Not a replacement for an EAP, telehealth, or pharmacy benefit. Nila sits alongside existing benefits and fills the gap they typically don't cover.
Free, even before you buy
The menopause-at-work toolkit
Seven print-ready templates HR teams and line managers can take and use tomorrow: a drop-in HR policy template, a line-manager toolkit with a 45-minute training outline, a manager conversation script with a reasonable-adjustments request, a return-from-leave plan, a member-owned incident & impact log (educational, self-tracked, not shared with Nila or an employer), a benefits and coverage audit, and an awareness and comms starter. Free, no login, ours to give away. Built from CIPD, SHRM, Menopause Society, SOGC (Canada), and US legal frameworks including ADA, FMLA and the Pregnant Workers Fairness Act (PWFA).
Open the toolkitFor procurement and HR
Paperwork, ready to send to your counsel
Our standard Data Processing Addendum (covering PIPEDA, Canadian provincial privacy laws (FOIPPA, FOIP, FIPPA), GDPR/UK GDPR and CCPA/CPRA) and Master Services Agreement templates (a starting point for your legal review), plus the same rollout communications pack our Enterprise customers use on launch day. Free to download.
Recognized by
Before you decide
Questions HR teams ask first
What menopause employee benefits can I present to leadership?
Nila offers employer seats from CAD $79 per employee per year direct, or from CAD $39 via a health plan, with a downloadable one-pager built for leadership presentations. It includes cost-of-inaction data, coverage details, and anonymized usage reporting.
Does Nila handle employee health data or PHI?
No. Nila does not collect, store, or share protected health information. Employer dashboards show only anonymized aggregate usage summaries. Individual data is never accessible to employers.
How is Nila different from a clinical care marketplace?
Nila is the evidence-graded library, symptom tracking, and peer community employees open week to week — every article cites its sources, every guide ends in something to try tonight, and there is no appointment to book and no per-visit fee. It sits alongside any clinical benefit you already offer, not instead of one.
Does Nila meet the UK Employment Rights Act 2025 Menopause Action Plan requirements?
Nila's free work toolkit covers the substantive components a Menopause Action Plan typically requires: HR policy draft, line-manager training outline, reasonable-adjustments wording, and awareness comms. UK employers on Team or Enterprise seats can use these as a starting draft.
How fast can we roll this out?
Team seats (10–49) can be purchased and live the same day — you get one redeemable invite code per seat, employees self-activate, and there's no IT integration required. Company and Enterprise tiers include a kickoff call, rollout comms pack, and a named rollout lead, typically launching within two weeks.
What if only a few employees actually use it?
That's fine — and expected. Unlike per-appointment platforms where an unused benefit is sunk cost, Nila seats don't expire if someone doesn't activate in week one. The employee redeems when they're ready. You're paying for access, and the cost-of-inaction math holds even at moderate uptake: one retained employee who was about to leave pays for the whole cohort.
Can we trial it before committing?
Yes. Start with a Team tier (10 seats) for a single department or ERG. If it doesn't land, you've spent less than a single recruitment fee. Most employer partners expand after seeing the first quarter's engagement data.
Still weighing it up? Send me the business case.
One page, the cost-of-inaction numbers, and the pricing. No follow-up calls unless you ask.
Ready to talk?
Tell us how many employees you're covering and any timing constraints (open enrolment, fiscal year, benefits review). We'll come back within two working days with a quote and a sample rollout plan.
Open the inquiry form
Erin Beattie, Founder
Enterprise and health plan inquiries come directly to me. I'll reply within two working days.
Want a shelf to share internally?
Books, podcasts, films and events
We keep a short, curated list for HR, ERGs and line managers, plus our own July 2026 Menopause in the Workplace event.
See the resource shelf