Category: Society & Culture

No longer seen as a ‘nice-to-have’, but an essential part of employee wellbeing, reproductive health and fertility benefits are increasingly becoming a top priority for employers due to the positive impact on DE&I, retention, productivity and engagement. Here’s why they should be included in your 2026 workplace benefits budget. Quick facts: The rise of reproductive health benefits  With the dynamics of the workplace having rapidly shifted since the pandemic, more and more employees are prioritising their wellbeing and looking to their employers to provide well-rounded benefits packages.  Fertility and reproductive health support is emerging as a key employee need within this matrix. Demand for inclusive fertility benefits is growing year on year—with up to 71% of employers looking to adopt fertility benefits within the foreseeable future.  Additionally, the estimated global productivity loss due to employees experiencing menopausal symptoms is a staggering $150 billion a year. With around 20% of the workforce, according to Let’s Talk Menopause, being pre to post-menopausal, it’s clear to see that menopause benefits are also emerging as a vital lifeline for employers and employees alike.  However these initiatives aren’t just a tick box for improving D&I metrics—they can drive a significant impact on your organisations’ bottom line, with some providers seeing an ROI of x6 and upwards.  Many employers are taking to using Impact Calculators and tools to get an idea of exactly what unsupported reproductive health is costing their organisations. These calculators use a series of specific company demographics and aggregated data to estimate what organisations are losing to absenteeism, presenteeism and turnover per year.  Here are the top four reasons why your organisation’s wellbeing budget should include a comprehensive fertility and reproductive health benefits package. Improved retention and reduced turnover costs Recent research from Fertility Network UK showed companies that are not supporting their employees through fertility treatments and journeys, including LGBTQIA+ individuals, has a significant negative impact on employee retention.  1 in 5 employees going through fertility treatment left their jobs due to insufficient support within the last 5 years alone. With the average cost to replace an employee in the UK being around £30K, it’s no secret that the right reproductive health and fertility support can have a positive impact on your bottom line through employee retention alone. Appealing to wider talent pools Despite previous sentiment that fertility benefits are just a concern for millennial employees, or just for women, reproductive health issues affect employees of all ages and identities across the talent pool.  1 in 3 Gen Z employees think fertility benefits should be a part of their package and are actively looking for employers that offer attractive, well-rounded benefits.  At the other end of the spectrum, perimenopausal and menopausal women are seeking employers with rigorous menopause support policies—with 42% considering quitting their jobs due to symptoms. And over 1 million women per year leave their jobs due to menopause-related struggles and workplace inaccessibility. (Gender Health Gap, 2024)  With job ads citing fertility benefits up by 700% since March 2022, fertility benefits are fast becoming an important factor in diverse talent acquisition at all organisational levels. This rings especially true for companies looking to attract women into senior leadership positions and improve gender diversity at the top. Fostering a culture of care  Fertility benefits signal to your workforce that you, as an organisation, are committed to supporting your employees beyond the scope of the office. This can demonstrate to your employees that you care about them as individuals, whatever life stage they are at.  Creating an environment where employees feel supported through any struggles, or simply aware that they have options should they need them, helps to foster a culture of care that translates into improved productivity and overall employee satisfaction. Upstream and downstream cost savings Whilst fertility benefit packages might seem like less of a priority compared to mental or physical health initiatives during times of tighter budgets, the upstream and downstream savings can have significant longer-term ROI.  Reproductive health is intimately linked to mental and physical wellbeing. Offering a well-rounded support package that focuses on education in addition to reproductive health testing and treatment can initiate preventative care, reducing longer-term costs like employee absence. Getting started with reproductive health benefits Reproductive health benefits are far more than simply covering the cost of IVF treatments or extra time off for menopause support. Impactful initiatives should be multifactorial, focusing on community-building and education right through to treatment support.  Regardless of life stage or identity, all employees should feel supported across the physical and mental wellbeing spectrum. The Hertility productivity loss calculator can help you decipher your estimated annual losses from employee reproductive health. In turn, you can accurately estimate your workforce’s needs for fertility and reproductive health benefits—the first step towards building a robust business case.  Contact benefits@hertilityhealth.com to find out how reproductive health support can positively impact your people and business.

No longer seen as a ‘nice-to-have’, but an essential part of employee wellbeing, reproductive health and fertility benefits are increasingly becoming a top priority for employers. Here’s why they should be included in your budget. Quick facts: The rise of reproductive health benefits  With the dynamics of the workplace having rapidly shifted since the pandemic, more and more employees are prioritising their wellbeing and looking to their employers to provide well-rounded benefits packages.  Fertility and reproductive health support is emerging as a key employee need within this matrix. Demand for inclusive fertility benefits is growing year on year—with up to 71% of employers looking to adopt fertility benefits within the foreseeable future.  Additionally, the estimated global productivity loss due to employees experiencing menopausal symptoms is a staggering $150 billion a year. With around 20% of the workforce, according to Let’s Talk Menopause, being pre to post-menopausal, it’s clear to see that menopause benefits are also emerging as a vital lifeline for employers and employees alike.  However these initiatives aren’t just a tick box for improving D&I metrics—they can drive a significant impact on your organisations’ bottom line, with some providers seeing an ROI of x6 and upwards.  Here are the top four reasons why your organisation’s wellbeing budget should include a comprehensive fertility and reproductive health benefits package. Improved retention and reduced turnover costs Recent research from Fertility Network UK showed companies that are not supporting their employees through fertility treatments and journeys, including LGBTQIA+ individuals, has a significant negative impact on employee retention.  1 in 5 employees going through fertility treatment left their jobs due to insufficient support within the last 5 years alone. With the average cost to replace an employee in the UK being around £30K, it’s no secret that the right reproductive health and fertility support can have a positive impact on your bottom line through employee retention alone. Appealing to wider talent pools Despite previous sentiment that fertility benefits are just a concern for millennial employees, or just for women, reproductive health issues affect employees of all ages and identities across the talent pool.  1 in 3 Gen Z employees think fertility benefits should be a part of their package and are actively looking for employers that offer attractive, well-rounded benefits.  At the other end of the spectrum, perimenopausal and menopausal women are seeking employers with rigorous menopause support policies—with 42% considering quitting their jobs due to symptoms.  With job ads citing fertility benefits up by 700% since March 2022, fertility benefits are fast becoming an important factor in diverse talent acquisition at all organisational levels. This rings especially true for companies looking to attract women into senior leadership positions and improve gender diversity at the top. Fostering a culture of care  Fertility benefits signal to your workforce that you, as an organisation, are committed to supporting your employees beyond the scope of the office. This can demonstrate to your employees that you care about them as individuals, whatever life stage they are at.  Creating an environment where employees feel supported through any struggles, or simply aware that they have options should they need them, helps to foster a culture of care that translates into improved productivity and overall employee satisfaction. Upstream and downstream cost savings Whilst fertility benefit packages might seem like less of a priority compared to mental or physical health initiatives during times of tighter budgets, the upstream and downstream savings can have significant longer-term ROI.  Reproductive health is intimately linked to mental and physical wellbeing. Offering a well-rounded support package that focuses on education in addition to reproductive health testing and treatment can initiate preventative care, reducing longer-term costs like employee absence. Getting started with reproductive health benefits Reproductive health benefits are far more than simply covering the cost of IVF treatments or extra time off for menopause support. Impactful initiatives should be multifactorial, focusing on community-building and education right through to treatment support.  Regardless of life stage or identity, all employees should feel supported across the physical and mental wellbeing spectrum. The Hertility productivity loss calculator can help you decipher your estimated annual losses from employee reproductive health. In turn, you can accurately estimate your workforce’s needs for fertility and reproductive health benefits—the first step towards building a robust business case. Contact benefits@hertilityhealth.com to find out how reproductive health support can positively impact your people and business.

International Women’s Day (IWD) is an important annual event for celebrating all of your employees who identify as women. In this article, we give a quick recap of the day’s history and how to embrace its sentiment every day of the year. Quick facts: What is International Women’s Day? International Women’s Day (IWD) is celebrated annually on the 8th of March. A day of global signification, IWD celebrates and champions the social, economic and political achievements of women everywhere. Each IWD has a theme that reflects current struggles or aspirations for women around the world. The 2024 theme will be #inspireinclusion. History and significance  IWD was first recognised in 1977 by the United Nations. It has its origins in early Twentieth-century labour movements, which facilitated some of the first organised strikes for female workers.  Today, it has evolved into a growing international women’s rights movement that underscores the work that is yet to be done for global gender equity.  Why IWD matters for your organisation IWD is an incredibly important event for any organisation’s internal events calendar. It provides a meaningful opportunity to demonstrate your organisation’s commitment to fostering gender equity within the workplace, year-round.  By celebrating the achievements of female colleagues and leadership, organisations can foster an environment of support, inclusion and respect for women within their workplaces. This is far from trivial and has been proven to improve female talent retention and contribute to meaningful diversity and inclusion initiatives.  Representation matters at all levels of an organisation. Workplaces that actively seek to champion their female employees can inspire future generations of female leaders who can help build a more inclusive and diverse workforce.  Year-round female health initiatives  Any IWD events should be supported with year-round initiatives that support your female employees. Reproductive health benefits are fast becoming a cornerstone of any progressive employee wellbeing support. We believe that knowledge is power and hosting education sessions for your team centred around awareness days helps to educate everyone across the business, whilst bringing recognition to important issues. This can in turn foster your organisation’s culture whilst making your employees feel seen and supported. Here are some key awareness days to build into your internal events calendar.  From family-forming to menopause in the workplace, we deliver specialist CPD-accredited education sessions for the entire workforce that can help to empower your people.  Don’t just take our word for it . “Dr Helen and the Hertility team did a phenomenal job in educating our workforce on all things menopause related. It was done in such an approachable and engaging way.” – Flora Kong, the Co Chair of The One Gender Equality Network at Dentsu commented on the impact of our education delivered to Dentsu employees.  Get in touch with our team to learn how we can support you with your journey to becoming a Reproductively Responsible™ employer.

For HR and Benefits Leaders, a primary challenge isn’t just diversity recruitment, but the expensive, disruptive loss of top senior female talent who are critical to company performance. In this article, we’ll explain why women are so integral to senior leadership roles for the effective operation of organisations, both internally and externally.  More critically, we’ll lay out effective approaches companies must adopt to address the invisible barriers, particularly related to reproductive health, that jeopardise senior female retention and development, thereby protecting your investment in leadership. Quick retention facts: Companies with at least 30% female directors achieved cumulative returns 18.9% higher than those without MSCI, 2024. Positives span overall revenue performance, employee satisfaction, engagement and reduced risk taking. Closing the global gender gap in employment and entrepreneurship could increase global GDP by an estimated $160 trillion World Bank, 2024. Effective gender parity strategies need to include a multi-factor approach, often with emphasis on retention as well as upward mobility for women. Over 1 million women per year leave their jobs due to menopause-related struggles and workplace inaccessibility. (Gender Health Gap Report, 2024) Whilst menopause-related productivity losses and workforce departures cost the UK economy £10 billion annually. Current workplace gender imbalance The benefits of gender equity within the workplace, particularly for top-down initiatives, are well known, well documented and certainly well reported. But even in the face of such benefits, gender imbalance, especially across senior leadership and boards, overwhelmingly persists.  Globally, women currently hold just 32% of senior leadership positions in mid-market companies Grant Thornton, 2024/2025.  In the highest tiers of corporate leadership (C-suite), this representation drops further, with women occupying only 29% of roles McKinsey & Company / LeanIn.Org, 2024. At the current rate of progress, global gender parity in senior management won’t be reached until 2053 Grant Thornton, 2024. Any progressive employer should not only be striving for gender balance within the workplace but actively ensuring they have an effective gender parity strategy in place to plug current organisational gaps. Not only should strategies focus on upward mobility for women but also on retention for female leaders. Effective strategies often require nuanced approaches that span employee benefits, competency-based hiring and pay and the need for a cultural shift in often deep-rooted, systemic biases. The impact of women in leadership Here are some of the top line and most well documented positive impacts that gender equity and increased numbers of women within senior leadership teams can offer organisations. Improved organisational performance  Countless studies have shown a clear and definite correlation between women in senior leadership and improved company performance. This not only applies to improved financial performance but extends granularly into individual employee performance. Studies have also shown that an increased number of women on board teams can de-risk company performance, reducing the incidence of lawsuits, corporate crimes and tarnished organisational reputations. Increased innovation In addition to performance, organisations with a higher percentage of women in senior leadership have been found to both invest more in innovation and be more innovative overall. This has been attributed to increased diversity, viewpoints and creative approaches to decision making apparent within gender-equitable senior leadership teams. Enhanced employee engagement  Studies have also found that an increased number of women in senior leadership improves overall employee engagement and retention—regardless of gender or identity. Employees from companies with higher proportions of women are more likely to report overall levels of job satisfaction and positive organisational culture. Women are more likely to embody empathy and prioritise communication within their leadership style, often driving a more positive and meaningful workplace culture. Strategies for retention Effective retention strategies are multi-faceted, but for senior female talent, they must address the unique physical and systemic barriers that disproportionately lead to exits during these critical career stages. The Menopause This is one of the single most costly and overlooked drivers of senior female attrition.  Most women reach their career peak and hold senior roles in their late 40s and early 50s, the exact age when perimenopause and menopause symptoms manifest. Leaving the Workforce: 1 million women per year leave their jobs due to menopause-related struggles and workplace inaccessibility. (Gender Health Gap 2024)  17% (1 in 6) have seriously considered leaving CIPD, 2024. 53% of women have taken time off due to menopause symptoms (Gender Health Gap 2024) Address gender pay gaps Despite women in SLT contributing to improved company performance, the pay gap persists.  Ensuring transparency across pay structures is essential for acquiring top talent and retaining the best female employees. Fair compensation reflective of competency, irrespective of gender, combined with regular reviews and a clear commitment to closing any outstanding pay gaps is critical. Offer fertility and reproductive health benefits Companies must recognise that women’s hormones impact them for nearly their entire lifespan, from period health and fertility through to menopause, and the workplace must cater for these life changes.  Introducing things like:  At-Home Hormone and Fertility Testing, for early stage diagnosis and proactive hormone health support Clinical Services like menopause consultations, HRT prescription, counselling, nutritionists, and more  Education sessions for colleagues to raise awareness of the impact of menopause and other life stages Workplace adjustments, like flexible work from home options etc Specific workplace policies that cover all life stage health – menstruation through menopause Educate employees on second-generation gender bias Harvard Business Review recently reported that an integral part of upward organisational mobilisation for women is the removal of second-generation bias. This is often deeply rooted in organisational practices, creating ‘invisible’ barriers for women. Bias can lead not only to a reduced number of women in SLT but also implicitly hostile working environments for them when they get there. Making employees aware of bias can radically alter attitudes and foster possibilities for meaningful change. The future of your senior teams  The need for women within leadership is, evidently, more crucial than ever. The World Bank and the World Economic Forum (WEF) estimate that closing the global gender gap in employment and entrepreneurship could increase global GDP by an estimated […]