Addressing Women's Health and Wellbeing Needs at Work

As part of our series on employee health and business resilience, this article examines some of the specific health needs that women may experience in the workplace, and how recognizing and responding to these needs can contribute to measurable organisational outcomes:

• 3:1 – Every dollar invested in women's health returns three dollars in economic growth (World Economic Forum and McKinsey Health Institute)
• Companies with comprehensive family support programs report a 30% reduction in absenteeism among female employees (Journal of Occupational Health and Environmental Medicine)

Understanding the range of health-related factors that can influence women’s participation and performance at work is an important step in shaping effective wellbeing strategies. These factors may include conditions such as polycystic ovary syndrome (PCOS), endometriosis, pregnancy, menopause, and mental health challenges.

Such needs often span biological, physical, and emotional dimensions, and may shift over time in response to career stage, cultural context, and personal circumstances. A well-considered organisational health and wellbeing approach that takes these variables into account can play a valuable role in supporting workforce resilience and continuity.

The following sections explore how these needs may present across different life stages and outline practical considerations for employers.

Key Life Stages and Workplace Impact. Menstruation, Pregnancy, and Postpartum Recovery

Implementing women’s health and wellbeing policies, practices and initiatives in the workplace can begin with recognizing the impact of natural biological cycles and reproductive health conditions. Menstruation and productivity can be closely linked; symptoms such as cramps, fatigue, hormonal changes, and migraines can affect concentration and comfort. While experiences vary, offering flexibility, destigmatising conversations, and access to support can help to improve daily performance.

Pregnancy and the postpartum period present additional challenges. Returning to work while recovering physically and psychologically, managing breastfeeding, and adjusting to the demands of caring for a newborn requires time, space, and understanding from employers. Providing postpartum return-to-work support can improve retention and performance.

Family Responsibilities and Mid-Career Pressures

Research shows that women contribute to 60% of unpaid work globally. This can lead to stress, anxiety, and burnout, especially when combined with professional demands. Sleep disturbances, emotional strain, and reduced mental bandwidth are common among working mothers and women who care for elderly family members. These can affect performance and long-term retention, challenges central to women's occupational health. Addressing them is essential for organizations to maintain a productive workforce.

Menopause and Later-Life Caregiving

Supporting women through menopause at work is increasingly recognized as a business priority. Symptoms such as hot flushes, anxiety, and sleep disruption can impact productivity and increase both absenteeism and presenteeism. 
At the same life stage, many women also care for elderly family members, adding further pressure. Therefore, providing education for male and female employees, as well as flexibility and practical support during this stage, can help women maintain their performance. These efforts are a key part of employee health risk management

Practical Strategies for Employers

To support women effectively and strengthen workforce resilience, businesses can implement the following strategies:

• Health Needs Assessments. Regularly evaluate the specific health and wellbeing needs of female employees to identify gaps and tailor support. 
• Clear HR Policies. Develop practical, well-communicated policies that address women’s health holistically across life stages—from menstruation to menopause.
• Accessible HR Manuals. Provide guidance for managers and employees on how to navigate health-related challenges and support each other in the workplace.
• Expert Advisory. Offer access to medical and wellbeing professionals who can support employees and advise on program development. 
• Awareness and Training Sessions. Run webinars and workshops to educate teams on women’s health topics and reduce stigma around common challenges.
• Recognition Programs. Acknowledge and celebrate organizations that demonstrate leadership in supporting women’s health, encouraging others to follow suit.
• Strategic Reporting and Recommendations. Use data and expert insights to continuously refine and improve health and wellbeing initiatives.

Supporting women’s health and wellbeing in the workplace can improve organisational performance strategy. By recognizing and addressing the specific challenges women face throughout their careers, businesses can unlock higher engagement, reduce absenteeism, and build more resilient, high-performing teams.
As part of our series on employee health and business resilience, we also explore the unique health challenges faced by men in the workplace. Read more about men's health in the workplace.