Retention · Performance · Any Industry · Any Size
Keep the experienced women
who keep your organization
running well.
Your most experienced women are often managing perimenopause and menopause in silence, while sleep debt, brain fog, and stress quietly erode their energy and focus. Midlife Bloom Corporate Wellness gives them practical tools and gives your managers the confidence to support them, so you keep your talent, protect performance, and build a culture people stay in. No mandate required.
Absenteeism increases. Women with severe symptoms take an average of 9 additional sick days per year. (BJOG: An International Journal of Obstetrics & Gynaecology)
Productivity drops. Three in four women say symptoms have negatively affected their work performance.
Retention suffers. High-performing women in their 40s and 50s leave for organizations that support them.
Culture frays. When midlife women feel invisible, your whole team feels it.
Built by someone who has worked inside institutions, coached hundreds of women, and knows how to make this work in the real world.
Why It Matters
Midlife women's health is a retention and performance issue.
When women in perimenopause and menopause lack support, it does not stay at home. It shows up at work in ways that affect your bottom line, your culture, and your ability to keep your best people.
Sources: 1 in 4 and 3 in 4 figures: Menopause in the Workplace, Chartered Institute of Personnel and Development (CIPD), 2023. $1.8B productivity loss: Mayo Clinic Proceedings, 2023 (Faubion et al.). 9 additional sick days: BJOG: An International Journal of Obstetrics & Gynaecology, 2023.
In Meetings
Present physically. Struggling internally.
Brain fog makes it hard to contribute. Anxiety about hot flashes during presentations affects confidence. The woman in the room who seems distracted is not checked out. She is working twice as hard just to stay present.
In Performance
Energy crashes. Sleep debt. Mood shifts.
Difficulty sleeping affects the next day's focus. Afternoon energy crashes reduce output. Mood changes can affect relationships with colleagues and leaders. None of this shows up in a performance review as "perimenopause." It just shows up as underperformance.
In Retention
Your most experienced women leave first.
High-performing women, especially those in leadership, leave during their 40s and 50s. Not because they want to, but because they feel unsupported. You lose institutional knowledge, mentorship capacity, and your leadership pipeline.
In Culture
Silence becomes the default. Until it doesn't.
If midlife women feel isolated or ashamed, your culture suffers. If you actively support them, your culture becomes a competitive advantage. The organizations seeing the sharpest retention improvements are the ones treating this as a priority.
When you invest in midlife women's health
Consult your tax advisor for specifics on deductibility for your organization.
Free Download
The Menopause-Aware Workplace Checklist
A practical self-assessment for HR leaders and managers. Check where your organization stands today on manager readiness, accommodation conversations, workplace culture, and wellness support, then choose your next three steps. It takes about 20 minutes and no legal background.
Download the Checklist (PDF)Educational resource, not legal advice.
Certified Corporate Wellness Specialist
Shanae Smith, ISSA CPT · CFNC · CCWS
Before founding Oasis Integrated Wellness Solutions, Shanae spent 19 years in California city government, serving as City Clerk, Project Manager, Grant Writer and Administrator, and Executive Assistant to a City Manager. She managed $22 million in public funding during that time, which means she understands budgets, reporting requirements, and how to work inside an organization, not around it. That experience shapes how she builds and runs a corporate wellness program: on schedule, accountable to the people paying for it, and built to hold up under real scrutiny.
She also built MAX-40 Fitness and Personal Training, a BBB-accredited personal training and nutrition coaching business where she directly coached hundreds of women through strength, nutrition, and hormone health. Nearly a decade of that hands-on work, combined with a functional nutrition certification through the Functional Nutrition Alliance, is what the Midlife Bloom Method™ is built on.
That combination is why employers bring her in. She speaks the language of HR and finance leaders because she has sat on that side of the table, and she speaks the language of the women in your workforce because she has coached hundreds of them directly. The result is a program built from real coaching outcomes, not theory, and delivered in a way your organization can actually track and support.
Who We Work With
Any place that has women on the team.
The Midlife Bloom Method™ was built for women. It works wherever those women work.
City, county, state, and federal agencies navigating workforce wellness and compliance.
Educators and administrators who give everything to their students and have nothing left for themselves.
Nurses, administrators, and clinical staff who care for everyone else while neglecting their own health.
High-performing women in high-pressure environments who cannot afford to feel off.
Large female workforces in physically demanding, shift-based environments that rarely invest in women's health.
Mid-size and large companies ready to build a culture that actually retains and supports women.
Supermarkets, pharmacies, and retail chains with large female frontline workforces.
Owner-operated businesses ready to invest in the women who keep everything running.
Do not see your industry? If you have female employees, this program is for you. Reach out and we will build something that fits.
What We Offer
Three ways to support your midlife women.
Whether you need a single educational session, a six-week cohort experience, or manager training for your supervisors, there is a program built around your organization.
Workshops & Lunch-and-Learns
Expert-led education your employees actually need. Not HR talking points. Real information from a real practitioner.
Bring Shanae Smith directly to your organization, in person or virtually, for targeted education on midlife health. Sessions are led by a Certified Corporate Wellness Specialist and Certified Functional Nutrition Counselor who spent nearly a decade understanding what women actually need to know.
Most women in your organization have never been educated about perimenopause and menopause, even though it affects one in four of them. They are managing symptoms in silence, often blaming themselves. A single expert-led session changes that. Women leave with real tools and the relief of finally understanding what is happening in their bodies.
Every session is customized for your specific industry, workforce, and pain points. What works for a school district looks different from what serves a healthcare organization or a corporate team. Customization is built in.
Inquire About WorkshopsFormat Options
- On-site, in person at your location
- Virtual via Zoom, accessible from anywhere
- Hybrid for distributed teams
Duration & Schedule
- 60-minute format: focused, actionable
- 90-minute format: deeper dive with extended Q&A
- Single session or recurring series (monthly or quarterly)
What's Included
- Expert-led presentation from Shanae
- Interactive Q&A (real questions, real answers)
- Printed resource handouts for attendees
- Digital resource library access
- Custom materials for your organization
Every proposal is built around your organization. Size, industry, format, and goals all shape the program design. Reach out and we will put together the right package for you.
AB 1940 was vetoed, but under current law menopause symptoms may qualify for accommodation under FEHA’s disability provisions. Managers who take disciplinary action against employees whose performance is affected by menopause-related symptoms, without first engaging the documented interactive accommodation process, may expose your organization to FEHA liability. Manager training is not an optional add-on. For California employers, it is risk management. The Oasis manager training session covers how to recognize menopause-related symptoms in the workplace, how to initiate the interactive process correctly, what accommodation conversations should be documented, and how to avoid common management actions that create exposure. It is designed to be delivered in 30 to 60 minutes and can be added to any program.
The Full Midlife Bloom Method™ for Your Employees
From education to real, lasting change. Give your female employees access to the complete six-week program.
Cohort enrollment gives your organization the complete Midlife Bloom Method™ program: nutrition, movement, nervous system restoration, and community, run over six weeks in a format that works for distributed teams.
A workshop teaches a concept in an hour. A cohort gives employees six weeks to actually put it into practice, alongside other women going through the same thing. That is where the real change happens: better sleep, steadier energy, sharper focus, and the kind of peer support that keeps people showing up. It also sends a clear signal to your female employees that their health is something the organization takes seriously, not just an HR checkbox.
Your employees get the same curriculum Oasis runs for the public. Nothing is trimmed down for the corporate version. Live sessions with Shanae, on-demand content, and a private community that stays active well after week six.
Inquire About Group EnrollmentWhat Employees Receive
- 6 weeks of live weekly cohort sessions with Shanae
- Full four-pillar curriculum: Nourish, Restore, Strengthen, Connect
- Hormone-smart meal plans and plant-based recipe library
- On-demand movement sessions available 24/7
- Private cohort community for peer support
- The Midlife Nutrition Reset Guide (permanent reference)
- Community access continues after week six
Group packages are built around your workforce size, industry, and goals. Employer progress reporting and participation dashboards are available. For government agencies, reporting can be formatted for City Council or leadership presentations. Contact us to discuss what the right structure looks like for your organization.
Manager Training: Menopause in the Workplace
Equip your managers to keep experienced women engaged and to handle accommodation conversations correctly under the law as it stands today.
AB 1940 would have made perimenopause, menopause, and postmenopause protected under FEHA, the same framework that governs disability and pregnancy accommodations. The bill was vetoed, but menopause-related symptoms may still qualify for accommodation under FEHA’s existing disability provisions. Under FEHA, when a manager disciplines an employee for performance issues that stem from a protected condition without first engaging the documented interactive accommodation process, the organization faces liability exposure, potential CRD investigation, and civil litigation risk.
Most managers have never been trained on the interactive process at all, let alone how it applies to menopause-related symptoms. They are not trying to create liability. They simply have never been told what the law requires of them. This training changes that in 60 minutes.
Delivered by Shanae Smith, ISSA CPT, CFNC, CCWS, the Manager Training session on Menopause in the Workplace walks managers through what existing FEHA obligations mean today, what California's vetoed AB 1940 proposed and why lawmakers keep returning to the issue, how to recognize menopause-related symptoms in the workplace, how to initiate the interactive accommodation process correctly, what actions create liability exposure, and how CFRA leave intersects with menopause. Every attendee completes a five-question knowledge check and signs a Manager Training Record that HR retains on file.
That signed record is the point. When regulators or plaintiffs’ attorneys ask what your organization did to prepare its managers, documented training is the answer. Organizations that build this record before a complaint arrives have a good-faith defense. Organizations that wait have nothing on file.
This information is educational and does not constitute legal advice. Consult your employment attorney for guidance specific to your organization.
Schedule Manager TrainingTraining Covers
- What existing FEHA obligations mean for managers, and where the legislation stands
- How to recognize menopause-related symptoms at work
- The six-step interactive accommodation process
- Actions that create FEHA liability, what managers must never do
- When CFRA leave may apply and how to handle it correctly
- Real-world scripts for common situations
Format & Delivery
- 60-minute session, in person or virtual
- Five-question knowledge check included
- Manager Training Record signed and retained by HR
- Available as a standalone session or add-on to any program
- Can be scheduled for a single department or organization-wide
Why This Matters Even Without a New Law
AB 1940 passed both chambers of the California Legislature on August 28, 2026, with the Senate voting 30-1 and the Assembly concurring 65-9. The bill was presented to Governor Newsom on September 8, 2026, and he vetoed it on September 30, 2026. A federal counterpart, H.R. 9671, was introduced in Congress on July 14, 2026, though it remains in committee. State legislatures have introduced 16 menopause workplace bills since January 2026, a 433% jump over 2025 per Bloomberg Law. The veto ends this bill, not the broader trend, and menopause-related symptoms may already qualify for accommodation under existing FEHA disability provisions. Documented manager training built now becomes your evidence of good-faith preparation. Training built after a complaint is filed becomes evidence of nothing.
Every manager who completes this training leaves with a signed training record. HR retains a copy as documented evidence of good-faith manager education. This is the paper trail that protects your organization.
Workshop Topics
Expert-led sessions customized for your organization.
Shanae designs every workshop with deep knowledge of perimenopause, menopause, and the specific pressures of your industry. Choose one topic or build a series around what your team needs most.
Perimenopause 101
What's actually happening, and what to do about it
The biology, the timeline, the symptoms, and the action plan. Most women have never been educated about this. A single session can normalize the experience and provide real answers.
60 or 90 minNutrition Reset
Eating for hormonal health in midlife
Blood sugar stability, the hormone-food connection, the MBM Plate Method, the Five Pillars of Hormone Smart Eating (a nutritional framework within the Nourish pillar), and practical strategies for real life. 90-min version includes a live hormone-balancing meal demonstration.
60 or 90 minMovement Matters
Exercise that works with your body, not against it
Why your old approach stopped working, how to build bone density and metabolism support, the role of the nervous system in movement choices, and what sustainability actually looks like in midlife.
60 or 90 minSleep & Stress
How hormones affect rest and recovery
Sleep biology at midlife, the cortisol-hormone connection, proven restoration practices, nervous system regulation tools, and protocols for high-stress environments in healthcare, education, and corporate settings.
60 or 90 minGut Health & Energy
The connection between your gut, hormones, and energy
How gut health affects hormone balance, what the microbiome needs at this stage, foods that support and foods that disrupt, and how gut healing creates ripple benefits including restored energy and reduced brain fog.
60 or 90 minLab Literacy
Understanding your results and advocating for yourself
Which labs actually matter in midlife, how to interpret hormone and metabolic markers, functional ranges versus conventional ranges, and how to advocate for the right tests with your healthcare provider.
60 or 90 minBrain Fog & Focus
Cognitive changes in midlife and how to address them
The science behind brain fog, estrogen's role in cognition, what actually restores focus, how to work with cognitive changes rather than against them, and why this is not permanent. Especially valuable for leadership, healthcare, and education.
60 or 90 minSupplement Basics
What's worth taking. What isn't.
What the evidence actually says about key midlife supports, how to evaluate brands and sourcing, common mistakes, how to discuss supplements with your doctor, and how to build a cost-effective personal protocol.
60 minManager Training
Training for supervisors and HR coordinators
Prepares managers for the obligations menopause-related accommodation requests can create under FEHA, including the proposals in AB 1940 (vetoed September 30, 2026). Covers the interactive accommodation process, liability exposure, CFRA leave, real-world scripts, and a five-question knowledge check. Every attendee signs a Manager Training Record retained by HR as documented evidence of good-faith manager education.
60 min · Training record includedNot sure where to start? Use this guide.
The law is unsettled. The business case is not. Organizations do not need a mandate to act.
Featured Use Case
A closer look at government agencies.
Government agencies represent one of the strongest fits for this program. Here is why, and what makes Oasis uniquely qualified to serve them.
Built from the inside
Shanae spent 19 years inside California government, as City Clerk and Charter Officer of a charter city in Los Angeles County, as Executive Assistant to the City Manager in the City of Riverside, and as Project Manager and Grant Administrator overseeing $22 million in public funding for Inland Empire water agencies and local government organizations. She knows how agencies buy, how they report, how City Managers evaluate programs, and what City Councils need to see. This program was not designed from the outside looking in.
Procurement-ready from day one
Flat annual pricing, quarterly payment options, W-9 and vendor documentation available on request, and program reporting formatted for City Council or agency leadership. Renew Health and Fitness LLC has been in continuous good standing with the California Secretary of State since 2017, with taxes current. No scrambling through your procurement process.
Council-ready reporting built in
For agencies building workforce support now, we provide structured program documentation, participation tracking, and outcome data your Personnel Department or HR Director can present directly to City Council, agency leadership, or the California Civil Rights Department without additional preparation on your part. This documentation shows leadership and oversight bodies that your agency took a structured, good-faith approach to supporting its workforce.
Built for the public sector workforce
Government employees carry a unique combination of high public accountability, rigid schedules, and limited self-care culture. The program content is adapted for this reality: sessions that fit into department meetings, materials that work for field staff and desk staff alike, and language that respects the culture of public service without talking down to it.
“I did not come to this work from the outside. I came from inside the system, and I built the program I wished had existed for the women working in it.”
Shanae Smith · Founder, Oasis Integrated Wellness Solutions · 19 Years California Government
Common questions from organizations.
California AB 1940 would have added perimenopause, menopause, and postmenopause to the definition of “sex” under the Fair Employment and Housing Act. The Senate passed it 30-1 and the Assembly concurred 65-9, but Governor Newsom vetoed it on September 30, 2026. No new menopause-specific obligations take effect in California.
That does not mean there is nothing to act on. Menopause-related symptoms may still qualify for accommodation under FEHA’s existing disability provisions, so a manager who disciplines an employee without first engaging the interactive accommodation process may expose the organization to liability. Rhode Island already requires menopause accommodations, and state legislatures introduced 16 menopause workplace bills between January and March 2026, per Bloomberg Law. The federal Menopausal Workers’ Fairness Act (H.R. 9671), introduced July 14, 2026, remains in committee.
The stronger reason to act is the workforce itself. One in four women on your team is in perimenopause or menopause, and the ones with the most experience are the costliest to lose. Education, manager training, and a program that gives women real tools work under today’s law and under whatever comes next. The Menopausal Workers’ Fairness Act (H.R. 9671) and future state bills are a reason to be prepared, not the reason to begin.
This information is for educational purposes and does not constitute legal advice. Consult your employment attorney for guidance specific to your organization.
Every program is custom-built for your organization. Pricing depends on the size of your team, the services you need, and how you want the program structured. We do not publish fixed rates because the right program for a small business looks very different from what a large government agency or hospital system needs. Schedule a complimentary discovery call and we will put together a proposal tailored to your budget and goals.
Yes, completely. All workshops can be delivered via Zoom, and the six-week cohort program is entirely virtual and on-demand. This works well for distributed teams and allows employees to participate from anywhere in the country.
A single workshop can typically be scheduled within two to four weeks. Workshop series are set on a monthly or quarterly schedule and take similar lead time to arrange. Cohort programs run on a set schedule, so planning takes two to four weeks and then the program begins on the next available cohort date. We work with your timeline.
No. These are offered as optional benefits. In practice, organizations see strong voluntary participation because the content is directly relevant and visibly useful. When employees see that midlife health is being taken seriously by their employer, they show up. Many organizations are pleasantly surprised by the response.
For workshops, we collect post-session feedback surveys measuring satisfaction, relevance, and actionability. For cohort programs, we track completion rates, satisfaction, and symptom improvement data, and can correlate with your organizational data if desired. Optional employer reporting provides a dashboard view of participation and outcomes. Reporting is customized to show what matters most to your organization.
Yes. We work with organizations of all sizes. If you have fewer than five people interested in a cohort, we can recommend individual enrollment in a public cohort at an organizational discount, or suggest a workshop-first approach. Many organizations start with a single workshop to build awareness and interest before moving to a larger program. Let's talk about what makes sense for your situation.
Yes, and this is built into the program by default. School districts get content focused on teacher stress, managing a classroom while experiencing symptoms, and energy through a demanding school day. Healthcare organizations get content focused on shift work, high-stress environments, and self-care within demanding schedules. Corporate teams get a focus on leadership, productivity, and performance. Government and public sector clients get content that acknowledges their specific culture and benefits structure. Customization is built in.
Yes. Wellness programs offered to employees are typically deductible as a business expense in the same category as other employee health benefits. Confirm the specifics with your tax advisor or accountant, but this is standard treatment for employer-sponsored wellness programs.
That is actually a very common way organizations start. A single workshop or a small cohort of eight to ten employees lets you test the approach, gather feedback, and measure response before committing to a larger program. We help you design the pilot and measure its results so you can make a confident decision about next steps.
Get Started
Let's build something that works for your organization.
Tell us about your organization, and Shanae will personally follow up within 48 business hours.
The women who know your organization best are managing more than you realize.
Let's help them stay.
It starts with a conversation. There is no pressure and no commitment. Just a focused discussion about what your organization needs and what is possible.
Oasis Integrated Wellness Solutions · Nationwide Virtual Delivery · On-Site Available