Women’s Wellbeing at Work: Supporting Health, Inclusion and Performance

Women represent around half of today’s workforce, but workplace practices have not always evolved to reflect women’s lived experiences. Although women’s health is increasingly recognised as a workplace issue, genuine inclusion requires more than awareness alone. Many women continue to manage significant health challenges in silence, often at the cost of wellbeing, performance and career progression. Employers who proactively address women’s health are better placed to create inclusive cultures where all employees can thrive.

Supporting women’s wellbeing at work is essential for creating a productive, sustainable and inclusive working environment. Women may experience health conditions and life pressures at different stages of their lives that affect attendance, performance and wellbeing at work. Understanding these issues helps employers and line managers provide appropriate support, reduce absence and retain skilled employees.

Women’s Health, Caring Responsibilities and the Workplace

Women’s wellbeing at work is influenced not only by health conditions but also by caring responsibilities. Women are more likely to take on caring roles for children, elderly relatives or family members with long-term health conditions or disabilities, which can create additional pressures alongside paid employment.

These responsibilities may affect availability, energy levels and flexibility needs. Supportive workplace practices allow women to balance work and caring responsibilities without stigma or disadvantage.

Confidentiality and Trust

Confidentiality is central to supporting women’s wellbeing at work. Health conditions, caring responsibilities and personal circumstances should be handled sensitively and in confidence, and information should only be shared where necessary and with the employee’s consent.

Creating trust enables women to raise concerns earlier, access support and agree reasonable adjustments. Poor handling of confidential information can deter disclosure, damage working relationships and increase legal risk.

Peri-Menopause and Menopause

Peri-menopause and menopause can affect women for several years and may result in symptoms such as fatigue, anxiety, low mood, sleep disturbance, memory or concentration difficulties, joint pain and hot flushes.

These symptoms can impact work performance and attendance. In some cases, menopausal symptoms may meet the legal definition of a disability under the Equality Act 2010, requiring employers to consider reasonable adjustments.

Supportive approaches may include:

  • Flexible working hours or patterns

  • Additional rest breaks or workload adjustments

  • Adjusted performance management expectations

  • Confidential, supportive conversations with trained managers

Menstrual Health and Periods

Menstrual symptoms can vary widely and may include pain, fatigue, headaches, heavy bleeding and mood changes. For some women, symptoms may significantly affect their ability to work effectively.

Employers can support menstrual wellbeing by:

  • Offering flexibility or remote working where possible

  • Managing short-term absence without judgement

  • Ensuring access to appropriate facilities and rest breaks

  • Reducing stigma through respectful, confidential handling

Endometriosis and Chronic Gynaecological Conditions

Endometriosis and similar conditions can cause chronic pain, fatigue and unpredictable flare-ups. These conditions are often long-term and can have a substantial impact on daily activities.

Where symptoms are long-term and have a significant effect on normal day-to-day activities, they may be classed as a disability, triggering a duty to make reasonable adjustments. This may include flexible working, adjusted duties or supportive absence management.

Pregnancy, Fertility and Post-Natal Health

Women may also experience health challenges relating to fertility treatment, pregnancy complications, pregnancy loss or post-natal recovery. These experiences can be physically and emotionally demanding and may affect attendance and concentration at work.

Employers should adopt compassionate, confidential and non-judgemental approaches, while ensuring compliance with pregnancy and maternity protections.

Legal Context and Employer Responsibilities

Although there is no single piece of legislation covering women’s health at work, employers have responsibilities under:

  • The Equality Act 2010 (sex discrimination, disability discrimination and harassment)

  • Health and safety duties

  • Flexible working rights

  • Fair sickness absence and capability procedures

  • Carers’ leave and dependants’ leave provisions

Failure to respond appropriately can lead to legal risk, disengagement and increased turnover.

Creating a Supportive and Inclusive Culture

Line managers play a critical role in supporting women’s wellbeing by:

  • Handling health and caring disclosures confidentially

  • Having informed, empathetic conversations

  • Reviewing absence and performance through a wellbeing lens

  • Normalising discussions about women’s health and caring responsibilities

  • Providing access to clear guidance, including menopause and wellbeing support

Supporting Women to Thrive at Work

When women feel safe to discuss health and caring responsibilities, organisations benefit from improved retention, reduced absence and stronger engagement. Proactive, compassionate and confidential management enables women to remain productive and supported throughout all stages of their working lives.