Fertility and Hormone Health Benefits for Workplace Equity

If you’re an HR leader or employer in the UK or Ireland, you’ve likely felt the tension between supporting your people and navigating the realities of limited budgets, rising sickness rates, and turnover from colleagues quietly leaving because they feel unsupported. 

Hertility gives UK and Ireland employers a diagnostic-first approach to fertility and hormone health benefits, combining at-home testing and virtual specialist care, to help you close support gaps before they become costly sickness, treatment or talent losses. 

This guide will walk you through exactly how fertility and hormone health benefits can build genuine workplace equity – and what practical steps you can take starting today.

Key Takeaways: Fertility and Hormone Health Benefits for Workplace Equity

• Fertility and Hormone Health benefits address a missing link in UK and Irish workplace wellbeing strategies, reducing absenteeism and boosting retention.
• The gender health gap costs UK and Irish businesses billions annually through lost productivity, presenteeism, and avoidable employee turnover.
• Supporting specific life-stages or conditions like menopause, fertility,  or PCOS and endometriosis helps close the gender pay gap.
• Hertility’s at-home testing and virtual specialist care pathways give employees fast answers to their health and access to care.
• UK employers have legal obligations to make reasonable adjustments for employees with health conditions.

What Is the Gender Health Gap and Why Does It Matter for UK Employers?

The gender health gap refers to the systemic difference in how women’s health concerns are diagnosed, treated, and supported compared to men’s. Women are significantly more likely to have their pain dismissed or misdiagnosed, leading to delayed diagnoses, later-stage treatment, and higher healthcare costs.

According to research from REBA, women receive fewer workplace benefits than men, with 65% getting company perks compared to 75% of men. This disparity contributes to a cycle where women are less supported, more stressed, and more likely to leave.

A report by Deloitte highlights that working women spend more than £1.5bn more per year on out of pocket healthcare than their male counterparts. Fuelled by gaps in public healthcare and benefit strategies. 

How Does Unsupported Fertility and Hormone Health Affect UK Business Performance?

Unsupported reproductive health conditions alone cost UK businesses approximately £11 billion every year through absenteeism related to heavy and painful periods, endometriosis, fibroids, and ovarian cysts.

One in ten women surveyed by the Fawcett Society left work entirely due to menopause symptoms. Losing experienced employees at this career stage not only results in institutional knowledge and leadership losses – but widens your gender pay gap.

But this isn’t just about lost workdays and turnover. Presenteeism – where employees show up but can’t fully function – drains productivity and is hugely damaging to businesses.

A recent Hertility report using the aggregated biometric data of thousands of female employees highlights that they are living with an average of 5 career impacting symptoms each, ranging from fatigue and anxiety to pain and low-mood. Without access to screening and care, they’re forced to let them escalate and not get to the bottom of what could be a manageable condition or treatable deficiency.

Typically, benefit providers and public healthcare are reactive, but many progressive organisations are bringing preventative strategies into their workforce to keep people well and working – which is exactly what Hertility does; unlike other women’s health support on the market, we support women to screen their hormone health and fertility proactively. 

Giving them the fastest and most accessible way of getting a diagnosis, managing conditions and accessing treatment, making informed decisions about their fertility future, and supporting them through key life-stages. 

What Is the Link Between Fertility and Hormone Health Benefits and the Gender Pay Gap?

The gender pay gap in the UK has fallen over the past five years, but male health professionals still earn on average 10.2% more than their female counterparts, according to NHS Employers guidance, and the UK has recently received its lowest workplace gender equality ranking in a decade. 

Fertility and hormone health play a significant, but often overlooked role in this disparity.

Women disproportionately carry caring responsibilities and experience health-related career interruptions. 

When menopause symptoms force someone to reduce hours or step back from promotion opportunities, the pay gap widens. When fertility challenges remain taboo and unsupported, talented employees check out or leave the workforce entirely.

Proactive Fertility and Hormone health workplace benefits help you address these root causes directly. 

Supporting employees through fertility journeys, conditions, perimenopause, and menopause is a measurable strategy for closing your organisation’s gender pay gap and being an employer of choice against your competitors. 

What Should Fertility and Hormone Health Employee Benefits Include?

Effective reproductive health benefits go beyond a single service like fertility or menopause care. They should cover the full spectrum of hormonal and reproductive health needs across all life stages, starting with menstruation through to menopause.

Diagnostic Testing and Clinical Insights

At-home hormone and fertility testing removes barriers to diagnosis and is accessible, reducing time off for appointments. Employees shouldn’t need to wait years for NHS gynaecology appointments when they’re experiencing symptoms now. 

Hertility delivers clinical-grade results in just six days, with Doctor-Written Reports and onward Virtual Specialist Care Pathways. 

Available testing should consider the individuals needs, and be completely personalised based on their symptoms, but screen for common conditions that could impact future fertility and quality of life, like PCOS, thyroid imbalances, egg reserve indicators, iron deficiency, perimenopause markers and more.

The goal is to empower employees to be proactive with their health, take action and get the care they need to support their wellbeing; reducing the need for reactive care further down the line.

Access to Clinical Services and Care Pathways

Diagnostics are only the starting point. Benefits should include pathways to clinical care – consultations with specialists, treatment options, and ongoing support. As well as referral pathways for fertility treatment like egg freezing and IVF. When employees receive their results, they need clear next steps and a provider who is with them every step of the way. 

Education and Policy Development

Workshops for managers and colleagues help create psychological safety around fertility and hormone health conversations covering all life stages. Policy templates give your HR team frameworks for menopause leave, flexible working during fertility treatment, and absence management that doesn’t penalise health-related needs.

Ongoing Support and Follow-Up

Reproductive health isn’t a one-time event. Employees need ongoing access to support as their needs evolve. This might include follow-up consultations, symptom tracking, or access to specialists when new concerns arise.

How Can Hormone Health Benefits Support Menopause in the UK Workplace?

Menopause is a life-stage where there are significant hormonal changes happening within the body; these changes can result in debilitating symptoms, which in some cases are severe. 

The Equality and Human Rights Commission published guidance in 2024 confirming that employers have legal obligations to support employees experiencing menopausal symptoms. If symptoms have a substantial and long-term impact on daily activities, they may qualify as a disability under the Equality Act 2010.

This means employers must make reasonable adjustments. Examples include cooler workspaces, relaxed uniform policies, rest areas, flexible working hours, and permission to work from home during difficult days.

But legal compliance is just the baseline. A genuine menopause support strategy includes:

• Standalone menopause policies that signal organisational commitment
• Training for line managers on having sensitive conversations
• Access to menopause specialists and care
• Risk assessments that consider temperature, ventilation, and access to facilities
• Support networks or menopause champions who create peer-to-peer connections

Hertility’s proactive approach enables colleagues to do at-home hormone testing to identify perimenopause markers, and specialist menopause pathways to give employees the clarity about what’s happening in their bodies, alongside treatment and care options. 

What Role Do Fertility Benefits Play in Workplace Equity?

Fertility challenges affect a significant portion of the workforce, both men and women, often invisibly. Employees navigating IVF, miscarriage, or unexplained infertility frequently do so without mentioning it to their employer – because of a fear of judgement or lack of support.

A fertility-inclusive workplace offers:

• Time off for appointments and treatment cycles
• Flexible working during emotionally and physically demanding periods
• Access to proactive fertility and hormone screening, education and support resources
• Manager upskilling on handling sensitive conversations
• Access to egg freezing and IVF referrals
• Clear policies that normalise fertility as a workplace wellbeing issue

When employees feel supported during fertility journeys, they’re more likely to stay. This matters for retention, morale, and building a culture where people feel they can bring their whole selves to work.

How Do UK Legal Requirements Shape Fertility and Hormone Health Benefits?

UK employers have several legal obligations that intersect with reproductive health support:

The Equality Act 2010

Menopause itself is not a protected characteristic in the Equality Act 2010, though menopause related treatment can still create legal risk because someone may be protected through other characteristics, most commonly sex, age and disability. If menopause symptoms have a long term and substantial impact on day to day activities, they may meet the legal definition of disability, which can trigger duties including reasonable adjustments.

Pregnancy and maternity are protected characteristics, but fertility treatment or fertility related needs are not a separate protected characteristic in their own right. Any protection an employee undergoing fertility treatment has usually comes indirectly, through sex discrimination or once pregnancy is established (for example following embryo transfer).

Health and Safety Legislation

Employers must conduct workplace risk assessments that consider factors affecting employees with health conditions. This includes temperature, access to rest facilities, and workload stressors.

Gender Pay Gap Reporting

.The Employment Rights Act 2025 introduces gender equality action plans covering gender pay gap actions and menopause support. Publication is voluntary from April 2026, becoming mandatory from spring 2027, subject to secondary legislation

Proactive fertility and hormone health benefits help you meet these obligations while building a more equitable workplace. They move you from reactive compliance to genuine culture change.

How Can HR Leaders Build a Business Case for Reproductive Health Benefits?

Securing investment in reproductive health benefits requires demonstrating return on investment. Here’s how to build your case:

Calculate Your Current Costs

Estimate the annual cost of absenteeism, presenteeism, and turnover related to reproductive health conditions. Industry data suggests organisations with 500+ female employees can be losing up to £1.3 million annually to absenteeism, presenteeism & turnover. Working out a specific cost to your organisation can be done using Hertility’s Reproductive Impact Calculator, just input your company demographics, and we’ll send you the cost to your organisation. 

Quantify Attraction & Retention Benefits

What does it cost to replace an experienced employee or attract new talent? When reproductive health support keeps senior women in their roles, or attracts new top talent, you save recruitment costs, training time, and institutional knowledge.

Hertility’s client Capital on Tap used it as a strategic advantage to improve gender balance across the organisation. Learn more about it here. 

Connect to Strategic Priorities

Link fertility and hormone health benefits to existing diversity, equity, and inclusion goals. Show how supporting women’s health directly addresses your gender pay gap and helps you meet upcoming regulatory requirements.

Benchmark Against Progressive Employers (Your Competitors)

Reference organisations already offering reproductive health benefits. Case studies from companies like JCDecaux demonstrate how adding reproductive health support builds psychological safety and embeds care into DE&I strategy.

What Steps Should UK Employers Take to Implement Fertility and Hormone Health Benefits?

Moving from intention to implementation requires a clear action plan:

Step 1: Audit Your Current Set-up

Review existing policies on sickness absence, flexible working, and health support. Identify gaps in coverage for fertility, menstruation, perimenopause, and menopause. Check whether menopause-related absence is recorded separately from general sickness.

Step 2: Consult Your Workforce

Anonymous surveys can reveal what support employees actually need. You may discover unmet needs you hadn’t anticipated. Staff networks and employee resource groups can inform your approach.

Step 3: Develop Clear Policies

Create standalone policies for menopause, fertility support, and reproductive health more broadly. Include statements of intent, available support options, points of contact, and manager responsibilities.

Step 4: Train Your Managers

Managers need skills to have sensitive conversations and implement adjustments effectively. Training should cover legal obligations, practical support options, and how to respond appropriately when employees raise concerns. Partner with specialist providers to run sessions for your colleagues and managers. 

Step 5: Partner with Specialist Providers

Hertility’s reproductive health employee benefits offer diagnostic testing, clinical pathways, education, and ongoing support in a single package. Partnering with specialists ensures your benefits deliver real outcomes rather than token gestures.

Step 6: Communicate and Normalise

Launch your benefits with clear communication and sign posting. Share stories of support. Encourage senior leaders to speak openly about reproductive health. The goal is a culture where asking for help feels safe and normal.

In Conclusion: Building Workplace Equity Through Fertility and Hormone Health Benefits

Research shows 42% of women say a good benefits package is the single most important thing they look for in a potential employer. More than half would leave their job if another company offered better benefits.

Reproductive health benefits aren’t a nice-to-have—they’re a strategic investment in your workforce and your organisation’s future. When you support employees through fertility challenges, perimenopause, menopause, and conditions like PCOS and endometriosis, you address root causes of the gender pay gap, reduce costly absenteeism, and build a culture where talented people want to stay.

The evidence is clear. The legal requirements are tightening. The employees who’ve been putting up with symptoms in silence deserve better. And UK employers who move early will attract the talent that others lose.

You have the opportunity to be the employer who sees your people – and supports them through every life stage. That’s not just good for workplace equity. It’s good for business.

Find out more about how Hertility can support your workforce and speak to one of our friendly team for a no obligation chat. 

Send us an email: benefits@hertilityhealth.com

Book a call with one of our team here.