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Organisations that plan well for an older workforce will be those that have understood the MSK risk in their people. 

When an employee reaches the point of asking for mental health support, the quality and speed of the response they are provided with can dramatically shape the result of the intervention and help in preventing their difficulties from escalating.

Reports already say that cancer will affect 1 in 2 of us within our lifetime. Although most cases are in older people out of the workforce, new data shows incidences now rising in younger people.

In today’s professional landscape, people leaders are facing an escalating challenge: balancing the rising costs of absenteeism with the demand for comprehensive, impactful healthcare benefits.

Helping employees through early parenthood can build the foundations of long-term workforce health.

Voy has made great strides in creating inclusive workplaces by championing two major pillars: Neurodiversity and menopause support. However, there is a critical, often invisible intersection where these two areas collide, and it is likely impacting some of your highest-performing female leaders right now.

While trying to build a globally inclusive benefits package, many organisations have inadvertently created a fragmented ecosystem. While understandable, it can be problematic.

Women with menopause symptoms are leaving work because they lack the support in the workplace.

UK employers absorb the cost of fertility challenges every day. It shows up in unplanned absence, reduced performance, delayed career progression, and loss of talent.

Menopause symptoms, when left unaddressed in the workplace, are beginning to be seen as a looming retention crisis for employers.

Today's workforce stretches across five generations. The youngest and the oldest face very different pressures, and very different health needs. The question every reward leader should be asking is whether your benefits strategy is designed for all.

The Employment Rights Act (ERA) 2025 has moved menopause from a wellbeing conversation to a compliance requirement.

Women in the UK would need to work nearly two extra decades to retire with the same financial security as their male counterparts.

What the Employment Rights Act 2025 requires from a menopause action plan and how to build one that holds up.

Taking steps now to set up gender pay gap actions plans will ensure employees are supported at an earlier stage and help avoid any compliance headaches down the line.

Caring responsibilities add to the unequal pressure at work for women and carers and creates a risk for employers they can’t afford to take.

MSK issues are among the most common drivers of absence, productivity loss and healthcare spend in desk-based organisations.

Since menopause has moved firmly into the employment law spotlight, now is the time for employers to act.