In a recent open letter to UK employment minister Alison McGovern, organisations and business bodies are pressing for more government action to help employers invest in supportive policies for menopause, menstruation, and fertility challenges as well as pregnancy or baby loss.
Clearly, there’s growing belief that female employees should have the right to access support at work for women’s reproductive health concerns such as fertility care, menstrual health, miscarriage, maternity care, and menopause care, to ensure they maintain their health and wellbeing, and to enable them to continue in employment.
The Current State of Women’s Health in the Workplace
Despite progress in workplace equity, women’s health remains a largely overlooked and stigmatised topic. Many women feel they cannot speak openly about issues like menstrual pain, heavy bleeding, or other health concerns for fear of being judged, dismissed, or perceived as less capable.
This silence can lead to unmanaged health problems, increased stress, and a reluctance to seek support. In some cases, women may worry that being honest about their health could negatively impact on their career progression.
The Impact of Poor Workplace Policies on Women’s Reproductive Health
The degree of impact on a woman’s quality of life, and the symptoms experienced with regards to reproductive health concerns, are very individual. These symptoms can be physical, emotional, and psychological, which can lead to women feeling vulnerable and isolated at work.
It is important that employers understand the health concerns that women may experience and the potential for enduring unbearable symptoms. That’s because the working environment can play a huge part in exacerbating symptoms, causing even more distress.
Employers have a duty of care to their employees, including providing safe and healthy working conditions, increasing awareness, and having friendly policies that include options such as reasonable adjustments when needed.
As women age, and potentially work longer due to changes to the state pension, it is fundamental that good health is maintained throughout their employment and for life in general. The symptoms experienced by some women may affect their performance at work.
Therefore, it is crucial that they receive support within the workplace if they need it.
However, the experience of most women currently is that they fear being discriminated against due to their health concerns, should they choose to disclose them to their employers.
For example, a woman may avoid speaking out about a particular gynaecological condition she is struggling with because she is worried that she may not be offered a promotion if she takes time out of work for her medical appointments.
With all this in mind, line managers and policy makers should take care to ensure that female employees are not made to feel this way.
Tips for Employers
The great thing about supporting women’s reproductive health in the workplace is that you don’t have to wait on the government to tell you how to do it. There are proactive steps you can take to pioneer and champion women’s reproductive health across your working environment.
Outlined below are some best practices that employers can implement to contribute towards creating a supportive workplace:
#1 – Health and wellbeing policies
Actively developing policies that explicitly support women’s health and wellbeing, encompassing comprehensive health and wellness strategies.
How? Develop specific policies that include reproductive health as part of broader health and wellness programmes. Consult with employees to identify key needs, while keeping up to date with health insurance and workplace benefits accordingly.
Why? Clear policies reduce stigma and uncertainty, seeing to it that all employees are aware of their rights and the support available to them.
#2 – Mental health support
Offering facilitated or self-help sessions that are safe and confidential, allowing women to share their mental health experiences and concerns should they wish to.
How? Provide access to trained counsellors, support groups or digital tools focussed on women’s unique health needs, including issues like fertility challenges, pregnancy health, or menopause.
Why? Mental health is deeply connected to reproductive wellbeing. Normalising support helps employees feel seen and reduces burnout.
#3 – Supportive spaces
Create women’s health spaces, where employees can freely discuss their health concerns, share experiences, and build support networks.
How? Designate private, safe spaces where women can rest, express milk or hold peer support meetups. These spaces can also host health-related workshops or information sessions.
Why? Such environments lead to openness and respect, demonstrating that women’s health is prioritised.
#4 – Open communication
Encourage discussions between employers and employees about health concerns. As the former, assure the latter that there is no such thing as a ‘taboo’ topic where women’s health is concerned.
How? Train managers on how to initiate and handle sensitive conversations around health with empathy and discretion. Encourage anonymous feedback channels and regular check-ins.
Why? Creating an environment where women feel safe to discuss their health needs leads to a better morale, retention, and productivity.
#5 – Risk assessments
Ensure that assessments are carried out to identify any risk to reproductive health of women at work, including new mothers and pregnant employees.
How? Integrate reproductive health considerations into standard risk assessments. For example, adjusting physical tasks for pregnant employees or evaluating exposure to harmful substances.
Why? It’s a legal and ethical obligation to protect vulnerable employees. Proactive assessments prevent issues before they arise.
#6 – Flexible hours
Offering flexible working hours to allow women to adapt their schedules to better manage health-related appointments and personal well-being.
How? Offer flexible scheduling options or hybrid/remote work opportunities and ensure time-off policies include reproductive health considerations (e.g. IVF treatments, paid miscarriage leave).
Why? Flexibility empowers women to manage their health without fear of professional repercussions, reducing stress and improving job satisfaction.
Employers Can Play Their Part
Women’s experiences with reproductive health concerns are diverse and the associated symptoms can be both mentally and physically unpleasant. Employers should take necessary steps to support women’s reproductive health in the workplace, recognising it as a critical component of employee wellbeing.
By implementing supportive policies and creating an inclusive environment, employers will contribute towards a healthier and more productive workforce.
Get the Support You Need from Magara Law
If you don’t know where to start with how to support women’s reproductive health in the workplace, start from a legal standpoint. Magara Law is here to advise and support employers in all areas of employment law.
Our employment law retainer gives you unlimited access to specialist employment law advice when you need it. To learn more, schedule a consultation call today.