This month, the UK government provided an update on its Women’s Health Strategy, a vital initiative aimed at addressing systemic inequalities in women’s health care. As we reflect on the progress made, it’s clear that workplaces have a unique and essential role to play in turning these ambitions into realities.
Key Achievements So Far
The Women’s Health Strategy has already seen tangible successes:
- Women’s Health Hubs are expanding, making it easier for women to access comprehensive services, including care for menstrual health, menopause, and contraception. We continue to push for ‘natural’ and ‘alternative’ options to be included in the Hubs.
- Affordable HRT prescriptions have significantly reduced financial barriers, benefiting nearly half a million women.
- Improved Postnatal Care guidance has started to ensure that new mothers receive robust emotional and physical health checks. our own research suggests that there is still a postcode lottery in terms of availability and quality of suport, however.
Yet, as promising as these developments are, their impact is amplified—or diminished—by the policies and culture within our workplaces. For businesses, embracing these changes isn’t just a matter of compliance; it’s a pathway to fostering a healthier, more resilient workforce.
Why Workplace Inclusion Matters
A forward-thinking approach to women’s health can transform organisations. Research consistently shows that menstrual health issues, pregnancy loss, and inadequate menopause support contribute significantly to absenteeism, presenteeism (working while unwell), and high staff turnover.
A 2023 study estimated that menstrual and menopausal symptoms alone cost UK businesses over £10 billion annually in lost productivity (NHS Networks)
By proactively supporting employees through these challenges, businesses can reap substantial benefits:
- Improved Retention Rates: Women are more likely to stay with an employer that recognises and accommodates their needs.
- Higher Productivity: Employees who feel supported and understood are less likely to take extended leave or underperform.
- Enhanced Reputation: Companies with inclusive health policies are better positioned to attract top talent, particularly as employees increasingly prioritise workplace well-being when choosing employers.
The Government’s Role in Driving Change
The government has signalled its commitment to strengthening workplace support. In 2025, legislative proposals are expected to:
- Mandate flexible working arrangements for those managing chronic conditions, including menstrual health issues or the aftermath of pregnancy loss.
- Expand workplace rights for those undergoing fertility treatments or experiencing baby loss, ensuring job security during emotionally and physically challenging times.
- Require employer training in women’s health to foster greater understanding among HR and management teams.
These proposals aim to bridge the gap between policy and practice, setting a foundation for businesses to thrive while prioritising employee well-being.
Supporting Menstrual Health and Pregnancy Loss
Menstrual health and pregnancy loss remain sensitive topics that many workplaces struggle to address effectively. However, investing in meaningful support for these areas can have transformative results.
Practical Steps for Employers:
- Menstrual Health: Create spaces where menstrual conditions like endometriosis and PCOS can be openly discussed without stigma. Provide access to education about symptom management, flexible working options during flare-ups, and adjustments for physical roles.
- Pregnancy Loss: Develop policies that go beyond statutory leave, offering bereavement counselling, phased returns to work, and access to peer-support networks. Recognising the emotional and physical impact of loss encourages healing and fosters loyalty.
Overcoming Challenges in Difficult Times
It’s no secret that businesses are navigating challenging economic conditions, but addressing women’s health is not an indulgence—it’s an investment.
Small, cost-effective steps, such as offering health workshops or introducing flexible policies, can yield significant returns in productivity and morale. Not to mention you rbottom lines.
Moreover, as the government strengthens workplace legislation, companies that act now will not only be ahead of the curve but will also position themselves as leaders in corporate responsibility.
A Partner in Progress
The government’s Women’s Health Strategy is a bold step forward, but its success relies on grassroots action. Employers have a choice: treat these policies as a tick-box exercise or embrace them as an opportunity to build healthier, more inclusive workplaces.
At Halcyon Women’s Health, I specialise in bridging this gap. Whether you need help implementing supportive policies, designing bespoke training, or creating a workplace culture where women feel valued, I’m here to guide you every step of the way. Together, we can turn these government ambitions into meaningful, lasting change.
Ready to get started? Let’s have a conversation about how I can help your business thrive while supporting women’s health.
