Tag: workplace

Why Women’s Health Awareness Days & Support is Your Top 2026 DEI and Retention Strategy Over the last five years in the UK alone, 1 in 5 employees undergoing fertility treatment left their jobs due to insufficient support from their employers. (Gender Health Gap Report, 2024) 53% of women have taken time off due to menopause symptoms, and over 1 million women per year leave their jobs due to menopause-related struggles and workplace inaccessibility. (Gender Health Gap Report, 2024) 84% of employees would consider staying at a job longer if they had more comprehensive mental and physical wellbeing offerings (Source: Reward Gateway). 42% of women feel uncomfortable discussing health issues with their managers (Source: Benenden Health). These are just a couple of the stats that highlight the growing importance of workplace reproductive health benefits as an integral part of employee wellbeing.  As the adage goes, knowledge is power and one of the best places to start is ensuring your employees have ample access to educational resources surrounding their reproductive health.  Awareness days offer purposeful opportunities to provide employees with education and celebration over a range of important issues. This can in turn foster your organisation’s culture whilst making your employees feel seen and supported.  As you plan for 2026, consider building key female reproductive–health awareness days into your internal events calendar. These are just a few standout moments you can bring into your organisation — and for a full, comprehensive list, you can download our complete 2026 calendar here. 2026 Calendar of Reproductive Health Awareness Days 1. International Women’s Day When: March 8th 2026 What: A globally recognised campaign that celebrates women’s achievements social, economic and political achievements whilst raising awareness for gender equality.  2. National Endometriosis Action Month When: March 2026 What: A globally recognised month of action for the 1 in 10 people assigned female at birth who suffer from the reproductive health condition endometriosis.  3. National Infertility Awareness Week  When: April 19th – 25th 2026 What: A UK-focused awareness week highlighting the challenges, mental and physical, faced by those struggling with infertility. 4. Black Maternal Health Week When: April 11th – 17th 2026 What: A globally recognised week to amplify Black female voices and raise awareness for the historically higher maternal mortality rates in Black women.  5. Maternal Mental Health Awareness Week When: 4th – 10th May 2026 What: A global weeklong campaign dedicated to awareness around mental health struggles before, during and after pregnancy.  6. National Women’s Health Week When: May 10th – 14th 2026 What: A UK-focused weeklong campaign encouraging women and girls to make their health, physical and social wellbeing a priority. 7. Fibroids Awareness Month When: July 2026 What: A globally recognised month to raise awareness about uterine fibroids that affect around 2 in 3 women.   8. Ovarian Cancer Awareness Month  When: September 2026 What: A globally recognised month to support those who’ve been diagnosed with or indirectly affected by ovarian cancer.  9. Polycystic Ovary Syndrome (PCOS) Month When: September 2026 What: A globally recognised month of action for the 1 in 10 people assigned female at birth who suffer from the reproductive health condition PCOS.  10. Menopause Awareness Month When: October 2026 What: A globally recognised awareness month focused on breaking the stigma surrounding menopause, including World Menopause Day on the 18th of October. 11. Baby Loss Awareness Week When: October 9th – 15th 2026 What: A UK-focused week-long event dedicated to supporting those who have suffered pregnancy or infant loss.  12. National Fertility Awareness Week When: 1st – 7th November 2026 What: A UK-focused weeklong campaign initiated to raise awareness about fertility issues, treatments and reproductive health education.  What next? Why not download our full 2026 Hormone & Reproductive Health Awareness Calendar – designed specifically for HR, Benefit, and Reward Leaders who need actionable ideas and high-quality, trusted content. This resource is not just a list of dates, it’s your year-round plan to drive conversion from awareness into loyalty. Access:  Download the full 2026 calendar now to access your action plan and immediately boost your employee engagement and retention strategy. By incorporating key awareness days and campaigns, such as International Women’s Day, National Endometriosis Action Month, and Menopause Awareness Month, employers can provide educational resources and celebrate the diverse aspects of female reproductive health. This not only promotes a sense of acknowledgement and support for employees but also contributes to a workplace environment that values the holistic well-being of its people.  If you’d like to take proactive steps in this direction, get in touch – benefits@hertilityhealth.com. 

Menopause marks the natural end of the reproductive years, when periods stop permanently and pregnancy is no longer possible.  Clinically, it is diagnosed after 12 consecutive months without a period, when there’s no other medical reason for periods to have stopped. In the UK, menopause happens on average around age 51, but this varies widely. Importantly, the lead-up phase, called perimenopause can begin years earlier, often in someone’s late 30s to early 40s, and this is when most symptoms appear. What’s actually happening in the body? As the ovaries age, levels of oestrogen and progesterone begin to fluctuate and then gradually fall.  These hormones show effects throughout the body, including the brain, heart, bones, and nervous system.  How hormone changes affect the body Oestrogen plays a key role in regulating body temperature and supporting brain function, including attention, memory, and processing speed.  As oestrogen levels fluctuate and decline during perimenopause and menopause, it leads to hot flushes and night sweats. These hormonal changes can also affect cognitive function, which is why some people experience “brain fog,” difficulty concentrating, or memory lapses during this time. Progesterone also declines during the menopausal transition.  This hormone has a calming effect on the nervous system and supports healthy sleep. As progesterone levels fall, the body may become more sensitive to stress and sleep can become disrupted, night sweats can also severely impact sleep quality.  This helps explain why anxiety, poor sleep quality, and insomnia are common during perimenopause and menopause, even in those with no previous history of sleep or anxiety problems. Oestrogen also helps protect bone density and supports cardiovascular health. After menopause, the risk of osteoporosis (bone thinning and fractures) increases. There is also a gradual rise in cardiovascular disease risk after menopause, making long-term monitoring and preventative healthcare increasingly important. Menopause at work With nearly 4 million women aged 45–54 currently employed in the UK, this demographic represents a cornerstone of the modern economy.  Furthermore, women over 50 now constitute one of the fastest-growing segments of the entire workforce, making their health and retention a strategic priority for any leadership team. This demographic typically holds the most institutional knowledge and senior leadership roles.  However, it is also the peak age for perimenopause and menopause, a transition that, without proper support, leads to a significant loss of top-tier talent. “These are women in the prime of their lives, in their late 40s and 50s, who should be in senior positions, the people who should be the trailblazers and role models for younger people in the workplace.” – (Gender Health Gap 2024)  While every menopausal journey is unique, the hormonal fluctuations of perimenopause and menopause can create a “perfect storm” of symptoms that directly clash with the demands of senior leadership. And as an employer, it is vital to recognise that symptoms like loss of confidence or memory lapses are not “performance issues,” they are measurable, biochemical responses to a significant physiological transition. 1. Cognitive dysfunction (“brain fog”) 2. Sleep fragmentation and night sweats 3. Psychological shifts and anxiety What this means for businesses Approximately 1 in 10 women have left a job due to menopause symptoms (Fawcett Society, 2022).  When a senior leader leaves, the cost to the business includes recruitment fees, training & upskilling, and the invaluable loss of mentorship for younger staff. Research indicates that menopause-related symptoms are a primary driver of absenteeism and “presenteeism” (being at work but unproductive).  The NHS Confederation reports that menopause-related attrition and illness cost the UK economy an estimated £1.5 billion annually (NHS Confederation, 2024). In the UK, the Equality and Human Rights Commission (EHRC) has issued clear guidance: if menopause symptoms have a long-term and substantial impact on a woman’s ability to carry out normal day-to-day activities, they may be considered a disability under the Equality Act 2010. Failing to provide “reasonable adjustments” can lead to costly employment tribunals. How to best support Menopause at Work Education, Clinical Care, Policy & Flexibility are key pillars of a supportive workplace for menopausal individuals.  Read our Menopause in the Workplace guide for a more in-depth look at effectively supporting the menopause at work.  1. Workplace adjustments Simple, low-cost changes to the physical environment can mitigate symptom severity: 2. Managerial competency Managers do not need to be doctors, but they must be “menopause-literate.” 4. Comprehensive employee benefits Cover the full spectrum of reproductive health, including menopause support with an employee benefits provider.  Give you workforce access to:  Choosing the right employee benefits provider At Hertility, we provide the clinical expertise required to support your workforce through every reproductive life-stage. From menstruation to menopause, our diagnostic first approach helps employers reduce absenteeism, boost retention and protect their talent at whatever stage they are in their career.c Our employer solutions include: Credible resources for HR Leaders Is your workforce strategy menopause-ready? Contact the Hertility Benefits Team or visit our website to learn how to implement support today.

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 […]

Still, a hushed and taboo topic – almost 1 in every 6 couples have fertility issues in the UK-that’s about 3.5 million. The global infertility rate is increasing as people choose to have children later in their lives, with the average age to have a first child now 30.7 years in the UK. This means that fertility treatment is becoming more and more common, so the need for fertility benefits as support is more important than ever. Infertility and the fertility treatment journey can be a roller coaster, both emotionally and physically. Almost 90% of people experience depression as a result of infertility. Over 40% do not disclose that they are undergoing fertility treatment to their employers fearing that it would negatively impact their career prospects. Here are a few recommendations on how you can support your employees undergoing fertility treatment and challenges better: 1. Help people understand the basics about their fertility. Up to 59% of respondents in a Fertility Network UK survey felt their employer would benefit from education about fertility and treatment options to help better understand and support the needs of someone undergoing treatment. Referring your employee to resources that may help them understand the basics of all things reproductive health will make them more confident in their reproductive journeys. 2. Help establish the feeling of a supportive environment. Educational workshops can be a stepping stone to understanding the concerns your employees might have surrounding their fertility. These can help build open dialogue and encourage them to discuss fertility issues without concerns of negative consequences. 88 % of employees who felt unsupported during IVF treatment have left or consider leaving their job. Partnering with organisations that provide fertility counselling can support your employees during this emotional turmoil. 3. Establish a fertility benefits policy in the workplace. Eligible employees in the UK have a statutory right to up to 52 weeks of maternity leave and 2 weeks paternity leave. On the other hand, preconception care is not a statutory right, which is why most employers do not have formal policies in place. With the number of NHS-funded cycles declining rapidly and extensive criteria couples, especially LGBTQ+ couples, have to fulfil before accessing a funded cycle, many people are opting for private treatment but few can afford it. The average cost per cycle in a private clinic is about £5,000+, but it can cost even more depending on the treatment options chosen and the clinic. Establishing fertility benefits policies – covering proactive fertility testing, fertility treatment or egg freezing costs or providing low-interest loans – can help align your interests with your employees, supporting their individual journeys to parenthood, facilitating equality, diversity and inclusion. 4. Establish flexible work options. Fertility treatment is time-consuming because it means having to attend multiple tests, appointments, consultations and procedures. Appointments can often end up with long wait times or need recovery time. For most people, a single cycle of IVF can take between four and six weeks. Usually, the time employees take off work for fertility treatment is deducted from their paid time off or sick leave. Not having a fertility treatment leave policy has been linked to greater levels of distress, risk of burnout and reduced performance. Providing flexible working hours and arrangements can help support employees with the time they might need to attend clinic appointments. 5. Find the right partner to support with fertility benefits. Selecting the optimal partner is paramount when developing and implementing employee reproductive health benefits. To ensure your workforce receives the most comprehensive support possible, the chosen solution should address the full spectrum of the fertility and hormone journey. A truly comprehensive benefit package should aim to integrate several critical components: Hertility Health is dedicated to shaping the future of Reproductive Health, providing individuals with the tools to understand and manage their fertility and hormone health from menstruation through menopause. To learn more about implementing our Reproductive Health Education and Benefits within your organisation reach out to: benefits@hertilityhealth.com or visit our website: https://hertilityhealth.com/workplace.

Absenteeism, presenteeism, and stigma in the workplace. The profound impact of menstruation on workplace productivity and attendance is often overlooked, but period, PMS and symptoms associated can be extremely debilitating. Every day, millions of people show up to work and perform at the highest level while silently navigating the complexities of reproductive health. Many might try to manage it with home remedies and over the counter medication; for up to 1 in 10 women, it can cause severe debilitating chronic pain, impacting their daily routine due to a condition called endometriosis. “I never did say to work, that I was off because of period pain because I worked for years in a very male dominated banking environment…I felt there was an issue of stigma with saying I was off…I would have to invent reasons month after month, soldier on, dose yourself up and try and get through the days best you could. Then collapse when you go home.” – (Gender Health Gap Report, 2024) The Data: How can employers support this? 1. Help people understand the basics of their reproductive health. A supportive workplace can improve employee productivity and loyalty, reduce absenteeism and improve DE&I. Here are a few recommendations on how you can support your employees better through inclusive healthcare. Many women grew up believing period pain was a normal part of life. Social and cultural taboos combined with a lack of education on menstrual health could explain why someone might not discuss their period-related symptoms or ignore them altogether. Employers can help break this cycle of misinformation by referring employees to resources to understand their reproductive health better. Additionally, organising lunch & learns and workshops can be a stepping stone to open dialogue and normalise conversations around period pain in the workplace. 2. Establish support in the workplace. Experiencing pain in the workplace is challenging for employees. Providing flexible working hours, rotas and arrangements such as a quiet room, period products, heat packs, or modified workstations can support employees with the time they might need to prioritise their health. Research on menstrual workplace policies from Monash University found that flexible policies based on the individual employee’s needs were more effective than a blanket period leave. Beyond policies, ensuring that managers are well-trained to talk about reproductive health and support employees through their struggles will also help create a supportive environment at work. 3. Find the right partner to support reproductive health policies. Taking the first steps in making the workplace more period-friendly is a big task, which is why it is important to find a reputable expert provider who can support employers in educating their workforce, instating progressive policies and providing solutions to employees’ worries around their reproductive health. Hertility Health is shaping the future of reproductive health by giving women the ability to understand and manage their hormone health from menstruation to menopause. We believe in a proactive approach to reproductive health – by detecting issues early, helps prevent issues later down the line. We deliver our world-class reproductive health benefits to many leading companies and improve access to reproductive healthcare and education. We provide in personalised plans – for you and your employees – and offer a range of corporate plans and coverage options to suit your needs, from educational workshops, to female health assessments and consultations with in-house experts. For early adopters that have existing fertility treatment benefits for employees, we help you protect your budget – our proactive hormone tests are a fraction of the clinic price and by identifying issues early we can prevent costly treatment. Where treatment is required, our blood tests are accepted by partner clinics and reduce time to treatment. We provide DE&I impact reports, so you can see the tangible impact on your workforce and your bottom line. To learn more about our Reproductive Health Education and Benefits for Employers, reach out to benefits@hertilityhealth.com or visit our website https://hertilityhealth.com/workplace

Deciding to start a family is never an easy process, but for some employees who identify as part of the LGBTQ+ community, their journey to parenthood might need some more support.  Being a 21st-century employer means establishing an inclusive, progressive and supportive work environment to attract and retain employees. A 2017 study by Mercer found that 33% of UK respondents do not offer equal benefits to LGBTQ+  employees because they do not know how to implement such a benefit!  Here are some ways to provide support to your LGBTQ+ employees in their fertility journeys Partner with experts like Hertility to raise awareness about the advances in fertility treatments such as IVF (in vitro fertilisation), IUI (intrauterine insemination), surrogacy, etc., that made it possible for LGBTQ+ couples to have biologically related children. Refer your employee to resources like Hertility that may help them understand the basics of all things reproductive health will make them more confident in their reproductive journeys. Gender-affirming treatments can impact fertility, and therefore, many require fertility preservation, such as banking eggs, sperm or embryos before medical transition. With the number of NHS-funded cycles declining rapidly, LGBTQ+ couples have to fulfil extensive criteria before being eligible for a funded cycle, because of which,  many are opting for private treatment, where the average cost per cycle can be about £5,000, varying significantly depending on the treatment options chosen and the clinic (HFEA). Listen to feedback from employees,  ask them what they would want to feel more supported in their choices and try to develop policies around them. Establishing fertility benefits policies – covering proactive fertility testing, fertility treatment or egg freezing costs or providing low-interest loans – can help align your interests with your employees, supporting their individual journeys to parenthood, facilitating equality, diversity and inclusion. If you have existing family planning and health benefit policies, revisit the language and clauses to ensure LGBTQ+ employees are eligible for the equal benefits to support them as they embark on their parenthood journey, whether that be through fertility treatment, surrogacy, adoption, or parental leave. Hertility can help train your staff on all things related to policies.  About Hertility Health Hertility Health is shaping the future of Reproductive Health by giving women the ability to understand and manage their fertility and hormone health from menstruation to menopause. 1 in 3 women suffer with a reproductive health issue, yet conversations around fertility, menopause and menstrual symptoms are still stigmatised in the workplace. As employees suffer in silence – up to £4k is lost per year per employee due to reduced productivity, absenteeism and presenteeism. To learn more about our Reproductive Health Education and Benefits for Employers, reach out to benefits@hertilityhealth.com or visit our website. Trusted resources:https://www.imercer.com/uploads/dmi/2017_lgbt_sample.pdfhttps://www.bpas.org/media/3484/bpas-fertility-investigation-nhs-funded-fertility-care-for-female-same-sex-couples.pdf