Internal use (Antonela): this is the English-language twin of the Romanian case-study template — use it for HQ-facing and international-procurement audiences. Complete it in the week after each client's 60-day follow-up, while the numbers are fresh. Written consent for company name + quote is mandatory before any public use (§ consent block below). Until the first real study exists, send prospects the "founding cohort" note at the end instead of an empty promise.

Case study · Menopause at Work — Romania

{{Company}}: from silence to measurable support in {{N}} weeks

{{Sector}} · {{N}} employees in Romania · {{N}} site(s) · package: {{Starter / Certification Partner}}

Client context

{{2–3 sentences: who the company is (sector, headcount, sites — e.g. "shared-services centre, 420 employees, Bucharest + Cluj"), and its workforce profile: "[n] women aged 40–55, concentrated in [functions/roles]". If part of an international group, note the HQ policy context — e.g. "group-level menopause policy at UK HQ since [year], no local equivalent".}}

The challenge

{{Why they came, in their words: internal-equity pressure from HQ, engagement-survey signals, unexplained senior departures, an approaching certification or ESG reporting cycle. Include one baseline number that made it concrete.}}

What the anonymous survey showed (before)

{{X}}%

were working through moderate-to-severe symptoms

{{X}}%

hid the real reason for difficult days

{{X}}%

had considered leaving or reducing hours

{{X}}%

knew where to ask for support internally

All survey figures are aggregates from the anonymous pulse survey (no identifiers, n≥5 suppression threshold enforced server-side) — see the security & data-protection fact sheet.

The intervention

{{date}} — anonymous pulse survey (RO/EN), {{n}} responses ({{X}}% participation) + "hidden exposure" readout for HR;
{{date}} — staff masterclass "Menopause: 5 things that actually help" ({{n}} participants, {{X}}% of staff);
{{date}} — manager briefing for {{n}} managers: scenarios, language, approvable adjustments;
{{date}} — HR playbook adopted: named contact person, {{the specific adjustments adopted — e.g. flexible starts, cooling options, quiet room}};
{{date}} — 60-day follow-up and re-survey.

Results (60 days / at re-survey)

Indicator	Before	After	Δ
Symptom burden — MRS-based aggregate score (site average)	{{X}}	{{Y}}	{{Δ}}
Survey participation rate	{{X}}%	{{Y}}%	{{+Δ}}
Comfortable raising the subject with their manager	{{X}}%	{{Y}}%	{{+Δ}}
Know where to ask for support internally	{{X}}%	{{Y}}%	{{+Δ}}
Intention to stay (had considered leaving / reducing hours)	{{X}}%	{{Y}}%	{{−Δ}}
Session feedback (average)	—	{{n}}/5	—

MRS = Menopause Rating Scale-informed items, self-reported, aggregated at site level; the survey measures perceived symptom burden and workplace experience — it is an educational and organisational instrument, not a clinical assessment. We support workplaces; we do not treat, diagnose or provide medical services.

Qualitative themes

{{Theme 1 — e.g. "the subject moved from private joke to legitimate agenda item in team meetings"}}
{{Theme 2 — e.g. "managers report having a script instead of avoidance"}}
{{Theme 3 — e.g. "requests for adjustments arrived within the first month — a sign of trust, not of new problems"}}

In the client's words

"{{Quote from the HR / People lead — concrete, not ceremonial: what changed in internal conversations, what surprised them in the data.}}"
— {{Name}}, {{role}}, {{Company}} (used with written consent, {{date}})

Consent record (complete before any public use)

☐ Written consent obtained for use of company name — from {{name, role}}, dated {{date}}
☐ Written consent obtained for the named quote above — from the quoted person, dated {{date}}
☐ Client reviewed the final text and figures before publication — sign-off dated {{date}}
Consent evidence (email/signed form) filed at: {{location}}. Without all three ticks, publish only an anonymised version ("a [sector] employer, [N] staff") with no quote.

The company's next step

{{E.g.: annual re-survey + entry into the "Menopause-Friendly Employer" certification process — standard published at metodamidlife.ro/en/docs/certification-standard.html.}}

Want the same trajectory for your team? Start with a 20-minute call — antonela@wellnessacademy.ie · metodamidlife.ro/en/corporate-services.html. Vendor onboarding facts: vendor fact sheet.

Until the first study exists — the honest framing to use instead: "Our founding-cohort engagements run through 2026; the first outcome case studies in this format — pre/post MRS-based aggregates, participation and intention-to-stay deltas — are expected in H1 2027. Until then we share our measurement methodology rather than borrowed or projected numbers." This sentence has closed more procurement conversations than an inflated promise ever would.