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Women's health and wellbeing at work

  • 1 day ago
  • 9 min read

Supporting women’s wellbeing and creating an inclusive workplace environment in which women can thrive and fulfil their potential.


A group of diverse women at work

Why Women's health and wellbeing at work matters


Women represent almost half of the UK workforce, with some industries such as health and social care, education, retail and office-based occupations having some of the highest proportion of female staff. Yet women’s workplace health often gets overlooked and many organisations still lack the framework to support female employees experiencing unique health challenges through different life stages. As a result, some women drop out of the workforce or are held back from career development. But issues affecting women’s health and wellbeing are not just personal issues, they can affect the whole organisation and business performance. It is estimated that the UK is losing 150 million working days each year due to poor women’s health and a lack of adequate support at work (Benenden Health). 


Supporting women’s health at work can help employers to: 

  • Reduce sickness absence 

  • Increase productivity 

  • Boost staff morale 

  • Improve employee retention 

  • Attract top talent 

  • Enhance corporate reputation 


Key women's health and challenges


Understanding the challenges that women face across different life stages is crucial for creating a supportive workplace environment that promote women's health and wellbeing. Some key womens health challenges include: 


  • Menstruation and menstrual health


Although for many women menstruation doesn’t present huge difficulties, some women can experience discomfort and different type of symptoms, such as cramps, migraines, painful periods (dysmenorrhoea), and heavy bleeding.  


In a CIPD survey, 79% of women said they have experienced menstruation symptoms and around 7 in 10 of them reported that they have had a negative impact on them at work.  

Some women also experience PMS (premenstrual syndrome) which is linked to changing levels of hormones throughout the menstrual cycle. A small number of women might experience more severe symptoms of PMS known as premenstrual dysphoric disorder (PMDD). Symptoms of PMDD are similar to PMS, however they are much more severe and can have a much greater negative impact on woman’s everyday life 


  • Menopause  


Menopause normally affects women between the ages of 45 and 55 with the average age of onset being 51. During the time leading up to the menopause, called the perimenopause, fluctuating hormones may affect women’s physical and mental health. According to the Office for National Statistics, there were around 4.6 million economically active women aged 50 to 64 in the year to 2024, with a further 5.4 million aged 35 to 49. This means that a significant number of women are going through a menopause transition while in employment. 


Every woman’s experience of the menopause and the perimenopause will be different but some of the most common symptoms that women may experience are hot flushes, sleep disturbance, night sweating, headaches, increased anxiety, mood swings, difficulty concentrating, and fatigue.  


A woman working in the warehouse


  • Cancers affecting women 


While there are over 200 different types of cancer, some are more prevalent in women. Breast cancer is the most common cancer among women in the UK, accounting for approximately 30% of all cancer cases in women. Every year, over 55,000 women are diagnosed with breast cancer.  


It is also estimated that around 22,050 women are diagnosed with a gynaecological cancer every year in the UK. Gynaecological cancers affect female’s reproductive organs or genitals. This includes cervical cancer, ovarian cancer, womb (uterine) cancer, vaginal cancer, and vulval cancer. There are some common symptoms between each of these five types of cancers, such as unusual or irregular vaginal bleeding, but overall, each one has different symptoms and some may have no significant symptoms at all.  


  • Gynaecological conditions


Some of the most common gynaecological conditions affecting women include Endometriosis, polycystic ovary syndrome (PCOS), and Fibroids, all of which can have debilitating symptoms.  


The symptoms of endometriosis include painful periods (dysmenorrhoea), excessive bleeding, diarrhoea, constipation, bloating and nausea, especially during menstrual periods. It is estimated that endometriosis affects 1 in 10 women in the UK. 


Polycystic ovary syndrome (PCOS) can cause irregular periods, difficulty getting pregnant, weight gain, acne, thinning hair and hair loss from the head, as well as excessive hair growth on the face, chest, back or buttocks. Currently there's no cure for PCOS, but the symptoms can be managed. 


Fibroids are very common with around 2 in 3 women developing at least one fibroid at some point in their life. Fibroids don’t usually cause any symptoms or complications, but depending on their size and location, they can have a big impact on a woman’s life. Possible symptoms of fibroids include heavy and painful periods, irregular periods, swelling in stomach, pain, or a feeling of pressure in the pelvis, bloating, constipation, or needing to urinate more often.  

 

  • Fertility challenges


Having fertility issues can be hard to cope with both mentally and emotionally. It is estimated that around 1 in 7 couples may have problems with conceiving. Sometimes there is no known reason for infertility but there are a number of treatments that can increase someone’s chances of getting pregnant. The treatment may involve multiple appointments, and women may experience various side-effects or need time to recover from procedures. 


  • Pregnancy


Employees don’t legally need to tell their employer that they are pregnant until 15 weeks before their baby is due, but many choose to do so earlier than that. Employers have certain legal obligations to a pregnant employee. These include conducting a pregnancy risk assessment, making reasonable adjustments if required, and providing suitable rest facilities in the workplace Employees also have the right to take paid time off for antenatal appointments. Any sickness absence that is pregnancy-related should be recorded separately from other sickness absence. Employers should not count these absences towards any review or trigger points in their absence policy. 


While most pregnancies progress without major issues, some women may develop various complications during pregnancy, which can range from mild to severe.  This can include a range of conditions, such as gestational diabetes, gestational hypertension, or anaemia. Unfortunately, some pregnancies end in baby loss which is a traumatic experience for both parents.  


  • Baby loss


Baby loss is a lot more common than many people think, with an estimated 1 in 4 pregnancies in the UK ending in loss during pregnancy or birth. Baby loss is a general term used to describe different types of loss, such as a miscarriage, an ectopic pregnancy, a molar pregnancy, a stillbirth, a neonatal death, as well as Sudden Infant Death Syndrome (SIDS), also known as Sudden Unexpected Death in Infancy (SUDI). The death of a baby is an incredibly isolating and difficult experience affecting women’s emotional wellbeing, relationships, and daily lives.  



Strategies and practical steps for improving health and wellbeing for women in the workplace


A meeting at work to discuss how to improve wellbeing for women

“With supportive employer policies, better people management support and the opportunity to access specialist occupational health support, we can keep more women in fulfilling and productive work. This will not only benefit individuals, by reducing inequality and supporting personal wellbeing, but will also be good for business and the economy by helping retain vital skills that contribute to positive business outcomes.” 

Employers can have an important role in supporting women to stay in employment and remain healthy and productive throughout their working age. The following strategies can help employers to build a more supportive and inclusive work environment for women: 


  • Gathering data through wellbeing surveys 


One of the most effective ways to identify a gap in workplace support for women's health is by implementing regular wellbeing surveys. These surveys can help employers understand the specific challenges faced by women at work, providing actionable insights for improvement. Regular feedback from staff can help to create or update current policies that are not only inclusive but also responsive to the needs of the workforce. 


  • Creating a workplace policy that addresses women’s health issues 


Organisations should have a clear and effective policy which sets out the commitment to ensuring the health, safety and wellbeing of female employees experiencing different health challenges. Depending on the size of the organisation, employers may want to have just one policy that covers different aspects of women’s health or create separate standalone policies. For instance, the employer could have a separate policy covering pregnancy, cancer, menstruation/period, or menopause at work.  


The Association of Occupational Health and Wellbeing Professionals​ has some guidance on how to write a policy relating to the organisational context (Guide to writing a meaningful policy).


  • Reviewing and adapting the working environment  


The physical environment that organisations provide for employees to carry out their work activities can have a significant impact on their wellbeing. Employers should review the working environment and take into consideration the unique needs of specific staff groups. For instance, ensuring access to cold drinking water, reviewing ventilation around workstations, providing Air Conditioning or desk fans could make a huge difference to women experiencing hot flushes during menopause.  


It’s also worth noting that The Workplace (Health, Safety and Welfare) Regulations 1992 require employers to provide a suitable area for pregnant workers and women who are breastfeeding or expressing milk. A private, quiet room separate from a social breakroom would be also beneficial for other members of the staff. This could include women who are going through fertility treatment and must self-administer hormone injections, women suffering from severe menstruation pain who need to rest, or women returning to work after pregnancy loss and needing a moment away to grieve.  


Women attending a training session at work

  • Raising awareness and encouraging conversations in the workplace 


With 57% of women feeling that women’s health is still treated as a taboo topic and 32% feeling uncomfortable when talking about women’s health (Bupa Wellbeing Index 2024: The impact of stigmas to women’s health), it is critical for employers to normalise conversations and remove stigma surrounding women’s health. This could be done through informal lunch and learn sessions for all staff, companywide webinars, or training for line managers that could equip them with the knowledge and skills to support female colleagues. To make an even bigger impact, these awareness sessions and training could be organised around various national and global campaigns, such as Breast Cancer Month, Ovarian Cancer Awareness, World Menopause Day, or Cervical Cancer Screening Week. Employers can also share various resources like booklets, podcasts, videos, articles, and pre-recorded webinars via Intranet or newsletter to raise further awareness about different women’s health challenges and provide information about available support. 


Here are some examples of the resources that you could share with your staff: 


  • Nominating a designated point of contact 


Certain issues like menstrual health, breastfeeding, or menopause can be still a sensitive topic for many people, and some employees may feel uncomfortable discussing it with their male line manager. Depending on the size of each organisation, employers may want to consider nominating a designated point of contact, such as a female workplace representative, a wellbeing officer, or a health champion, who would act as a first point of contact for women who wish to discuss any issues or access information. They could help staff navigate the wellbeing resources and direct them to organisation’s relevant policies and available support.  


  • Providing support services 


Support services like an Employee Assistance Programme (EAP) and counselling sessions can be very beneficial for employees who are experiencing different health issues or dealing with personal problems that may be impacting their mental health and overall wellbeing. Employers should ensure that employees are aware how to access these services if they are available through the organisation. If there aren’t any provisions in place, it would be beneficial to share contact details of external organisations and charities that can offer advice and practical help. Examples include:  

Every woman’s health issue and their experiences are unique to them, therefore referring an employee to Occupational Health can help employers to get a better understanding of their situation. Occupational Health Professionals can evaluate employee's current situation and its impact on work performance and provide impartial, clinical advice on how to best support them in the workplace. The advice from OH can be invaluable in helping employers to make tailored adjustments and support the employee on an ongoing basis. Many of the adjustments are simple and inexpensive but can make a really big difference to an employee. 

 

A woman having a meeting in the office

 

Women bring a lot of valuable skills to the workplace, but there are unique challenges that can impact their wellbeing in a professional environment. These challenges range from reproductive health issues to menopause transition, and they require a multi-faceted approach and targeted solutions. With supportive employer policies and better societal awareness many of these issues can be tackled, keeping more women in work in an environment in which they can thrive and progress. By proactively addressing and supporting the unique needs of female employees, organisations can create a more positive and inclusive work environment, boost staff morale, increase productivity and reduce sickness absence, as well as improve staff retention.  


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