How to use this document: this is the memo the internal champion (HR, reward, wellbeing) completes with the company's own numbers and forwards to the CFO or managing director. Replace every {{field}}, print to PDF, attach to an email. One page, numbers, a decision. The Romanian sister document is memo-roi-cfo.html.

Internal memo · To: {{CFO / Managing Director}} · From: {{Name, role}} · Date: {{date}}

Proposal: "Menopause at Work" support programme — Romania site

The situation

We employ approximately {{N}} women aged 45–55 at the Romania site, of whom {{n}} are in senior or hard-to-replace roles. Romania's first national menopause study (CURS, 2026) found that roughly 2 in 3 women in this age group work through menopausal symptoms, and 67% have never mentioned it at work — so the cost does not show up in absence data; it shows up as presenteeism, reduced output and departures logged under other reasons. The best available attrition benchmark: 1 in 10 women leaves a job because of menopausal symptoms (Fawcett Society, 2022 — a UK figure, labelled as such; no Romanian equivalent exists yet, which is itself part of the problem).

The financial exposure

Cost of replacing one senior specialist (6–12 monthly salaries, all-in)	{{€X}}
Statistically expected departures per year from this cause ({{N}} × ~3%)	{{Y}} people
Annual attrition exposure ({{€X}} × {{Y}})	{{€Z}}
Estimated presenteeism (lost-day equivalents; calculator attached)	{{€P}}
Total estimated annual exposure	{{€Z+P}}

Estimates sized with the public Metoda Midlife calculator (metodamidlife.ro/en/tools/roi-calculator.html), built on CURS 2026 / Fawcett 2022 / SHRM–CIPD replacement-cost data. The exact measurement for our company comes from the anonymous pulse survey included in the programme.

Cost of the programme vs cost of one departure

"Menopause-Friendly Starter" programme (one-off: anonymous survey + readout + all-staff masterclass + manager training + workplace playbook + 60-day follow-up, with before/after measurement)	€1,800–3,000 (one-off)
Replacing one senior specialist (6–12 salaries)	€15,000–40,000
As a share of our estimated annual exposure	~{{%}}
Break-even	one avoided departure pays for the programme ≥6×

Provider: Metoda Midlife (Antonela Butuc — nutritionist with dual formation: MSc Carol Davila, Bucharest + MSc University of Chester, UK). Delivery in Romanian and English; invoiced from an EU (Irish) entity with intra-EU reverse-charge VAT; anonymous, aggregate-only data with a hard n≥5 threshold — nothing individual ever reaches us or the provider.

Beyond the numbers

Alignment with the EU gender-equality agenda — the 2026–2030 Strategy names menopause explicitly — relevant to our ESG / DEI reporting;
{{if applicable: alignment with the group menopause policy already in force at HQ — this closes an internal-equity gap between our sites}};
A strong employer-brand signal to the senior female talent segment — in a market where no competitor is doing this yet;
Later option: "Menopause-Friendly Employer" certification — the first of its kind in Romania (published standard, annual assessment).

Decision requested

Approval of a €{{amount}} budget from the existing wellbeing / L&D line for the Starter programme, starting in {{month}}. Results are measured at 60 days against the baseline survey; we then decide on annual continuation with data, not opinions.