The business case for specialist women’s health support at work

Women’s health affects attendance, performance, retention and long-term workforce stability. Yet many employers still treat it as a niche wellbeing issue rather than a core business risk.

That gap is costly.

Women are more likely to experience long diagnostic delays, have symptoms dismissed, and manage complex, overlapping health conditions whilst at work. When those needs aren’t supported, employers feel the impact through absence, presenteeism and avoidable attrition.

Women’s health issues at work are common and often unmanaged

Women’s health challenges extend far beyond pregnancy and menopause. Women’s health support at work must also address menstrual health, gynaecological conditions, mental health, metabolic conditions and cardiovascular risk - many of which directly affect working-age employees.

Peppy’s survey of over 1,300 women’s health and menopause service users highlights the scale of the issue:

• 73% said their periods interfere with everyday activities, including work
• 58% reported irregular or unpredictable periods
• 54% experienced extremely heavy bleeding
• 48% reported very painful periods

Despite this symptom burden:

• Only 13% are receiving treatment
• Fewer than half (46%) felt taken seriously when seeking medical help

For employers, this means many women are working through significant symptoms with little support, increasing fatigue, cognitive strain and the risk of longer-term absence.

The hidden cost of women’s health at work: presenteeism

Women’s health conditions don’t always result in sick leave. More often, they lead to presenteeism - employees working while unwell.

This matters because presenteeism:

• Reduces productivity
• Increases the likelihood of burnout
• Often precedes longer-term absence or exit

From a business perspective, untreated symptoms quietly erode performance long before they show up in absence data.

Why women’s health risk at work goes beyond reproductive conditions

A narrow focus on reproductive health alone misses a growing part of the risk employers face.

Women experience unique diagnostic gaps and health risks across wider areas, including:

• Cardiovascular health - Heart disease remains the leading cause of death in women, yet symptoms are more likely to be missed or misattributed. Hormonal changes, pregnancy history and menopause all influence cardiovascular risk, often without clear workplace support.

• Metabolic health and diabetes - Women with conditions such as PCOS, gestational diabetes or thyroid imbalance face a higher lifetime risk of type 2 diabetes. Without early intervention, this can lead to long-term health complications and increased healthcare costs.

When employers fail to address these broader risks, they miss opportunities for early intervention and prevention.

Why generic benefits don’t deliver outcomes for women’s health

Many organisations rely on EAPs or general healthcare benefits. These play a role, but they are not designed to manage complex, ongoing women’s health needs.

Common gaps include:

• Lack of specialist gynaecology expertise
• Fragmented care across physical and mental health
• No continuity or follow-up
• Limited support for conditions without a clear diagnosis

As a result, women’s health issues remain under-treated and workplace impact continues to grow.

What specialist women’s health support at work looks like

Effective women’s health support is clinical, continuous and confidential.

Peppy supports women across:

• Menstrual and reproductive health
• Endometriosis, PCOS and gynaecological conditions
• Mental health, including anxiety and depression
• Cardiovascular and metabolic risk
• Lifestyle factors such as sleep, nutrition and exercise
• And much more!

Learn more about Peppy's women's health support

Find out more

All delivered through private one-to-one clinician messaging, video consultations and evidence-based resources, integrated into a single app .

This joined-up approach reflects the reality of women’s health, where symptoms overlap and evolve over time.

The business outcomes employers can expect from specialist women’s health support

When women receive timely, specialist women’s health support at work, employers typically see:

• Reduced short-term and long-term absence
• Lower presenteeism
• Improved retention, particularly among experienced employees
• Stronger engagement and performance
• Better outcomes across DEI, wellbeing and healthcare spend
  
  

Final takeaway for HR and benefits leaders

Women’s health support at work is a strategic business investment, not a niche benefit. Employers that treat women’s health proactively, with specialist, integrated support, are better positioned to retain talent, reduce risk and build healthier, more productive organisations.

If you want to keep your employees supported and in work, get in touch.