Is your workplace failing women’s health?

Health in the workplace isn’t just a personal issue – it’s a business one too. While sick leave is a given when managing a workforce, the lack of support for employees can lead to bigger problems down the line.

Long-term sickness absence is becoming a growing concern across industries, and employers that fail to address the issue risk increased staff turnover, burnout, and rising costs from lost productivity.

The issue could also be gendered. Research from UK Med has revealed that more women than men in the workplace feel that their employers do not offer adequate support when it comes to health-related issues.

While progress has been made in promoting general wellbeing, there’s evidently still a long way to go in making women’s health a meaningful part of that conversation.

Women feel unsupported at work over their health

While the need to support employee mental health and wellbeing has become more widely recognised by employers, the UK Med research shows that many female employees still face challenges when it comes to managing their health at work. 

According to UK Med’s Workplace Health and Wellbeing 2025 Survey, women are 63% more likely to feel unsupported at work for health issues than men.

Additionally, women are more hesitant to request sick leave, with 27% saying doing so would make them worried about how their team will perceive them.

There also seems to be gender disparity in workplace benefits, as the study found that men are twice as likely to receive private medical insurance as part of their benefits package. 

Likely, this is due to the type of roles that men dominate. Men are often overrepresented in senior management and executive roles, which typically come with more extensive benefits.

Still, there’s a positive takeaway in that women are 31% more likely to feel comfortable talking about health concerns with their colleagues – suggesting a shift toward more open and supportive workplace conversations.

Femtech startups are tackling the stigma around women’s health

But while colleagues may offer a listening ear, the general taboo around women’s health is still present, making it difficult for many to get the support they need.

Overall, 60% of women in the UK — including those within the workplace — believe that their health issues aren’t taken seriously. 

This ongoing problem has sparked inspiration for femtech startups. Femtech is an industry term for software and services that use technology to tackle women-specific health issues such as menopause, menstruation, and pregnancy.

New femtechs are cropping up with solutions to help women take charge of their health and bridge the gaps in support and care; including our own Startups 100 alumni.

They include Hormona, which helps women manage their hormonal health. Founder Karolina Löfqvist established the business after being repeatedly dismissed by doctors over her own health issues. She now seeks to fix the “broken” system in women’s healthcare.

Meanwhile, Katy Cottam, founder of Luna Daily, is fighting the stigma through its microbiome-friendly skincare products and its mission to normalise conversations on women’s intimate health.

What should businesses do to help?

Government data shows that 7% of working-age people were inactive between December 2023 to February 2024 due to long-term sickness; highlighting the importance of supporting employee health and wellbeing. 

Against this backdrop, the fact that many women feel unsupported in their health concerns presents a significant problem for SMEs, which are often particularly vulnerable when faced with staff absences and difficulties in attracting talent in an already tight labour market.

With an evident need to invest in employee wellbeing, here are five ways that small businesses can ensure they are addressing all health issues in a fair and inclusive way:

• Create an open, supportive culture: foster a company culture that encourages conversations about health and wellbeing, including topics like menstrual health, menopause and mental health.
• Offer flexible working: flexible working arrangements or offering remote work can make a positive difference, particularly for those managing existing health conditions or anyone who has regular medical appointments.
• Review your benefits: even basic benefit packages can be tailored for female employees, such as paid maternity leave, extended sick leave for reproductive health or access to mental health resources.
• Improve education: host workshops or share resources that raise awareness about common women’s health issues, both for affected employees and their colleagues.
• Listen to your employees: regularly ask for feedback through anonymous surveys or check-ins, and make sure that female workers have the chance to be actively involved in discussions around workplace policies that affect them.

Commenting on the UK Med research, General Practitioner Dr Alexis Missick, says that open conversations about health are “essential for creating a supportive and productive environment”, and that businesses should ensure that their employees can prioritise their wellbeing without fear of judgement or penalisation.

“Encouraging honest discussions, normalising sick leave, and ensuring access to proper support can help break down harmful stigmas,” Missick comments. “A healthy workforce isn’t just beneficial for individuals — it also leads to stronger, more resilient organisations.”