A Diverse and Inclusive Workforce: Supporting Reproductive Health and Menopause at Work

A practical guide for HR and People leaders on supporting reproductive and gynaecological health, period problems and menopause at work — covering the business case, practical steps and the support that helps women thrive.

 

Creating a diverse and inclusive workplace should be a goal for every employer. One of the most impactful employee benefits you can offer is support for reproductive and gynaecological health issues and menopause. With 47% of the UK workforce being female, addressing topics like period pain, contraception, and menopause is crucial to fostering a healthy, productive, and inclusive workplace culture.

Why Supporting Menopause is a Vital Employee Benefit

Key Facts About Menopause in the Workplace:

  • Menopause symptoms—such as hot flushes, anxiety, poor concentration, and fatigue—can last up to 10 years.
  • One in four women experience severe symptoms that affect their everyday lives, highlighting the need for better symptom management.

Without the right support, menopause can lead to:

  • Increased absenteeism and loss of productivity, raising occupational risk for employers.
  • Higher rates of stress, anxiety, and depression.
  • Resignations, with some women leaving their roles due to lack of support, undermining employee dignity and retention.

The Benefits of Supporting Employee Wellbeing

Providing menopause support as part of your employee benefits can:

  • Enhance employee retention by showing women they are valued and supported.
  • Increase productivity by reducing the impact of symptoms on daily work.
  • Improve employee satisfaction, helping your team feel cared for.
  • Foster a culture of inclusion and openness, benefiting all employees, deepening workplace understanding.

Simple Steps to Support Employees

Here’s how employers can make a real difference:

  • Flexible Working: Allow remote work or adjusted hours to accommodate symptoms and support occupational adjustment.
  • Workplace Counselling: Offer confidential access to support for mental health and stress, helping employees discuss gender-specific health concerns.
  • Regular Breaks: Encourage frequent breaks during the workday to alleviate discomfort, offering practical and accessible support.
  • Additional Training: Educate managers and staff on menopause to normalise the conversation and recognise symptom-specific needs.

Doctor Care Anywhere: An Employee Benefit That Makes a Difference

Including Doctor Care Anywhere in your employee benefits package shows your commitment to wellbeing, developing a genuinely women-centred approach to workplace health. Our services include:

  • 24/7 access to clinicians: Employees can book appointments at a time that suits them.
  • Specialist care pathways: For women’s health issues like menopause, contraception, and more, plus other gender-informed care needs.
  • Fast referrals and prescriptions: Helping employees get the treatment they need quickly, enabling a more compassionate approach to care.

Contact Us Today

By offering meaningful support for reproductive health and menopause, you’re not just improving employee wellbeing—you’re strengthening your business and helping coordinate a more sustainable occupational health strategy.

If you’d like to learn more about adding Doctor Care Anywhere to your employee benefits, contact us today, backed by evidence-based clinical care, and start building a healthier, happier workplace.

Frequently asked questions

Here are direct answers to some of the most frequently asked questions about women’s health and menopause at work.

Two women looking at a tablet together at a table during a meeting

Common period problems include period pain, heavy bleeding and fatigue, all of which can affect concentration and attendance. Supporting menstrual health alongside menopause helps employers address the full range of menstruation and period problems employees may face throughout their working lives.

Recent women’s health statistics show that 47% of the UK workforce is female, with around 3.5 million women over 50 currently in work. These numbers measure just how many employees are likely to be affected by menopause or reproductive health issues, and why employers need to understand and engage with these needs directly.

Building menopause inclusivity at work starts with training managers to respond with a workplace-sensitive, dignity-focused approach, rather than treating symptoms as a taboo subject. Small, consistent changes tend to have the biggest impact on how included employees feel.

 

Effective women’s health workplace support combines flexible working, manager training and access to clinicians through an occupational wellness or occupational medicine provider. The best programmes are policy-based and culturally-aware, and employers can implement changes that reduce friction by reviewing HR policy regularly against employee feedback.

Speak to our team

Discover how DCA can help improve whole-of-workforce access to healthcare and support employee wellbeing.