Top ways to support employees facing reproductive health challenges

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

Reproductive health issues such as endometriosis, polycystic ovary syndrome (PCOS), and miscarriage affect a significant proportion of the workforce. Yet, in many organisations, these challenges remain under-recognised and under-supported.

Reproductive health issues disproportionately affect female employees, and the impact is far-reaching; contributing to gender pay and wealth gaps, delayed career progression, and underrepresentation in leadership.

Reproductive health issues which are often invisible continue to impact employee wellbeing, productivity, and retention in 2025.

Forward-thinking employers understand that wellbeing is no longer a perk, but rather a strategic business imperative. WTW research confirms that wellbeing directly influences organisational performance, talent retention, and financial outcomes.

Today, wellbeing is embedded in corporate governance and ESG frameworks, reflecting organisational values, supporting diversity and inclusion, and strengthening employer brand.

Ignoring reproductive health challenges can lead to absenteeism, presenteeism, and attrition - all of which carry significant costs. Conversely, creating inclusive policies and benefits fosters engagement, reduces turnover and drives better health outcomes.

How employers can help

The market offers a growing range of solutions - from app-based education, nurse helplines, and virtual GP access.

But cost pressures remain acute: WTW’s 2025 Benefits Trends Survey reveals that 71% of UK employers cite rising benefit costs as a key business issue.

For organisations without budget for new programmes, WTW provides low-cost, high-impact strategies and helps rebalance benefit priorities to maximise value and align with employee needs.

Three actions to improve reproductive health support

Take a data-led approach: Analyse absence data and employee resource group feedback to identify unmet needs and barriers to disclosure.
Review and communicate your policies: Update organisational health, wellbeing, and absence policies to comprehensively address reproductive health conditions. Policies should include provisions for flexible working arrangements and reasonable adjustments for employees managing these issues. Implement mandatory training for line managers to ensure they can provide informed and sensitive support. WTW’s 2025 Absence Management Survey identified the actions of ‘enhancing manager effectiveness’ and ‘strengthening wellbeing and prevention’ as the top two leading actions UK employers are taking in their strategies to manage rising absence in the next two years.
Communicate and create culture: Ensure employees know what’s available and feel confident using it. Promote your benefits clearly and create a culture where individuals can seek support without fear of stigma or career repercussions. Peer networks and employee resource groups play a vital role in reducing isolation and fostering community. Too often, organisations invest in benefits that could address these health needs, yet they remain underutilised simply because employees are unaware of what’s offered or how to access it.