Resource search

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.

Workforce health underpins every business priority – here’s how to reframe the conversation to get the business case moving forward.

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

Mental health at work is shaped by everyday life, not just what happens at work itself.

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.

How can employers offer truly inclusive, global family-building support?

Some lateral thinking can help employers and reward leaders think beyond the role of traditional benefits and statutory contributions when it comes to supporting the financial wellbeing of employees. 

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

It affects millions of employees every day but is rarely discussed openly, so why is hormone health one of the last taboos at work?

Menopause in the workplace is finally being recognised as the serious issue it is.

A holistic approach to reproductive health not only improves employee wellbeing but also delivers measurable business outcomes.