Women’s Health at Work: Expanding Support for Every Stage of Life

Introduction: Why Women’s Health Deserves Center Stage

Women’s health in the workplace isn’t a niche issue; it’s a business imperative.

From fertility challenges to postpartum recovery and menopause, women face critical health moments that directly impact retention, productivity, and equity. Yet most corporate wellness programs weren’t built to support them.

• 43% of new mothers leave their jobs within a year.

• Menopause symptoms cost U.S. employers $26B annually in lost productivity.

Leading employers are moving beyond generic perks and annual HRAs to build life-stage-specific benefits that actually work. The result? Lower turnover, stronger engagement, and a wellness strategy that reflects the real needs of a modern workforce.

If you’re rethinking women’s health in the workplace, this guide outlines where to start—and what’s working now.

Key Takeaways for HR and Benefits Leaders:

• Unaddressed health needs during fertility, maternity, and menopause are driving silent attrition. If you don't proactively support women during these stages, you risk losing high-performing talent at critical career points.

• Wellness programs must go beyond surface-level perks and step challenges. Outcomes improve when benefits are clinically grounded, personalized, and connected to primary care engagement.

• Preventive screenings and menopause care directly affect the bottom line. One annual exam can deliver a 6-to-1 cost savings, while menopause support increases weekly productivity by over three hours per employee.

• Fertility benefits are now a hiring and retention tool, not a fringe perk. With 65 percent of employees willing to change jobs for coverage, inclusive family-forming benefits are essential for competitive positioning.

• Life-stage data is your most underused HR asset. Segment benefit utilization by age and health milestones to identify risk trends, reduce claims, and future-proof your wellness strategy.

The Business Case: Why Supporting Women at Work Matters

Supporting women at work isn’t philanthropy, it’s risk management and growth strategy rolled into one:

• Retention & Recruitment: Health-driven attrition at key life stages costs 1.5–2× salary per departure.

• Productivity & Engagement: Targeted benefits reclaim hours lost to fatigue, brain fog, or frequent medical visits.

• Equity & Reputation: Robust female employee health programs strengthen employer brand and DEI metrics.

• Financial ROI: Every $1 spent on preventive care saves $6 in downstream medical costs, and postpartum support cuts turnover up to 50 percent.

Fertility Benefits: Supporting the Start of Family Journeys

Why Fertility Support Matters

Infertility touches 12 percent of U.S. couples, while one IVF cycle can top $25k. LGBTQ+ employees face added costs for donor tissue or surrogacy. Without fertility benefits for employees, many professionals delay family goals or find an employer that will fund them.

What Leading Employers Offer

• Financial Coverage: Full or partial IVF coverage at work (Tesla, Centrica), egg freezing, and donor services stipends.

• Navigation & Coaching: Digital platforms pairing couples with fertility nurses, simplifying authorizations and reimbursements.

• Inclusive Language: Policies that explicitly cover same-sex couples and single parents.

• Manager Training: Guidelines for scheduling flexibility around hormone treatments or scans.

Story Spotlight – When law firm Slaughter & May added a surrogacy stipend, senior-associate retention among women rose 17 percent in twelve months, proof that inclusive fertility benefits keep top talent on partner tracks.

Zomo Health Tie-In

Zomo’s physician-led modules blend fertility education, mental-health coaching, and data analytics so HR teams track engagement, not personal PHI. Explore our fertility-friendly employer toolkit to see how predictive insights boost program ROI.

Maternal Health: Building a Strong Postpartum Support System

Pregnancy and the year after birth produce the highest risk for women. Modern maternal health benefits in the workplace tackle four pain points:

Hidden Cost Alert – New moms who return too soon average two extra sick days per month for six months—soft costs rarely captured on P&L sheets.

Menopause Care: Ending the Silence & Driving Support

The “Silent Productivity Killer”

Hot flashes, insomnia, and cognitive fog can sap confidence and efficiency, yet silence persists. Menopause benefits at work are closing the gap:

• Specialist Access: Sony Music and Lululemon subsidize hormone-replacement therapy (HRT) and acupuncture

• Workplace Menopause Policies: Temperature-controlled “restart rooms,” uniform modifications, and flexible scheduling.

• Awareness Campaigns: Lunch-and-learns and employee resource groups that normalize menopause conversation.

• Legal Compliance: Updated leave and discrimination clauses meet rising tribunal rulings treating severe symptoms as disabilities.

ROI: Tailored programs reclaim 3.5 work hours per employee each week—nearly one extra month of output yearly.

Zomo Health Perspective

Zomo’s predictive analytics flag symptom-related absenteeism patterns and promote personalized coaching, covering diet, sleep, and stress, to help experienced women thrive.

Preventive Screenings: Routine Care That Saves Lives (and Costs)

Annual women’s preventive health screenings—breast exams, Pap smears, pelvic checks—enable early detection of cancer and chronic disease. Starting at age 21, the CDC recommends a yearly well-woman visit.

• Employer-Covered Health Screenings — CVS Health deploys mobile mammography units during open enrollment.

• Digital Nudges — SMS reminders tied to benefits portals lift screening adherence 22 percent.

• On-Site Clinics — Lower-income or time-pressed staff can book a 20-minute exam on-site.

Savings: Every $1 invested in preventive care returns $6 by averting late-stage treatment. Check CDC or WHO guidelines for evidence-based screening cadence.

CTA: Empower your workforce to catch issues early. Zomo’s plug-and-play workplace cancer screening programs integrate with PCP networks and EHRs, with no extra infrastructure required

Physician Engagement & Data-Driven Insights

Physician Engagement: The Glue That Holds Every Stage Together

Benefit design is only half the battle; sustained outcomes require strong PCP relationships. Zomo data show employees who log two or more PCP visits per year achieve:

• 30% higher adherence to fertility plans

• 25% faster postpartum recovery scores

• 40% fewer unmanaged menopause symptoms

How to Operationalize Physician Engagement

1. Integrated Care Navigation – A single-sign-on portal that surfaces in-network OB-GYNs or endocrinologists and books appointments in < 3 clicks.

2. Data Dashboards for HR – HIPAA-compliant, de-identified heat maps reveal life-stage gaps before they spark turnover.

3. Incentive Alignment – Wellness rewards tied to physician-verified milestones: prenatal visit completion, colon-cancer screening, or menopause consult.

Predictive Analytics: From Reactive to Proactive

Machine-learning models flag postpartum depression risk clusters or overdue mammograms weeks before they become high-cost claims. HR leaders receive quarterly reports answering:

• Where are employees disengaging from care?

• Why do certain life stages drive higher claims?

• What micro-interventions deliver the biggest lift?

By coupling physician-guided wellness programs with predictive insights, employers graduate from patchwork perks to a unified health ecosystem—saving dollars and, more importantly, careers.

The ROI of Inclusive Wellness Programs

Ignoring these areas invites hidden expenses—from overtime to lost institutional knowledge—while investment turns costs into a competitive advantage.

What Leading Employers Are Doing Right

• Monzo — Paid leave for pregnancy loss, fertility, and menopause manager training.

• Diageo — Global gender-neutral parental leave; menopause guidelines across 180+ sites.

• Tesla — Up to $ 25k in IVF benefits and on-site lactation rooms.

• CVS Health — Cancer screenings embedded in wellness plans.

• Osborne Clarke — Adoption and donor-assisted reproduction coverage, inclusive of LGBTQ+ families

Takeaway: Top companies with menopause programs and fertility coverage aren’t outliers; they define the 2025 baseline.

How HR Leaders Can Take Action Today

HR guide for implementing women’s wellness programs

1. Audit Current Benefits – Map policies against fertility, maternity, menopause, and screening gaps.

2. Survey by Life Stage – Anonymously gauge which benefits women value most.

3. Add Flexible Support – Update leave, flex-time, and remote policies around maternity and menopause triggers

4. Incorporate Screenings & Coaching – Bundle annual exams, fertility navigation, and menopause tracking into one platform.

5. Partner with Experts – Use vendor-neutral RFPs or a turnkey partner like Zomo Health to streamline rollout and compliance.

Conclusion: Build the Workforce You Can’t Afford to Lose

If your wellness strategy doesn’t support women through every stage of life, you’re not just behind; you’re at risk. Fertility, postpartum recovery, menopause, and preventive care aren’t peripheral issues. Make-or-break moments determine whether your top talent stays, thrives, or walks.

Leading employers are no longer treating women’s health as a side conversation. They are using it to drive measurable retention, productivity, and equity gains.

Now is the time to ask: Are your benefits aligned with the reality of your workforce or are they quietly undermining it?

Let’s close the gap. Book a personalized strategy session to see how Zomo Health can help you build an inclusive, performance-driven wellness program designed for every stage of life.