Designing Inclusive Women's-Health Benefits: A 2025 Playbook
- Canute Fernandes
- May 9, 2025
- 2 min read
Updated: Jul 7, 2025
# Building Inclusive Women's Health Benefits for 2025
Introduction
In 2025, women’s health isn’t just a “perk.” It’s a critical driver of retention, equity, and organizational resilience. Companies that proactively support women across various life stages are winning loyalty and talent. This is especially true among mid-career professionals. This playbook outlines how to create inclusive, future-forward women’s health benefits that meet real needs and enhance your employer brand.
Why Inclusive Women’s Health Benefits Matter
📊 According to Mercer’s 2024 survey, 47% of large employers now cover IVF treatments — up 2 percentage points year-over-year.
📉 The UK Menopause Advisory Group found that 10% of women leave their jobs due to menopause-related challenges.
Ignoring women’s health issues isn’t just unethical — it’s also poor economics.
Key Components of a 2025 Women’s Health Benefits Strategy
1. Fertility and Family-Planning Support
IVF and egg-freezing coverage
Adoption and surrogacy reimbursement
Fertility coaching and mental health counseling
Vendor Examples: Maven, Carrot Fertility, Progeny
Action Tip: Ensure LGBTQ+ inclusivity in language and eligibility criteria.
2. Menopause Support
Dedicated menopause leave policies
Symptom management benefits (e.g., hormone therapy coverage)
Workplace accommodations (temperature controls, flexible schedules)
Action Tip: Add menopause education modules for managers to normalize conversations.
3. Maternal and Postpartum Care
Paid parental leave (beyond statutory minimums)
Postpartum mental health screening
Return-to-work flexibility plans
Vendor Examples: Ovia Health, Mahmee
Action Tip: Map re-onboarding plans for new parents with phased return options.
Rollout Timeline and Communications Plan
Phase | Timeline | Key Actions | Owner |
Audit current benefits | Month 1 | Gap analysis vs leading practices | HRBP/Benefits Manager |
Select new vendors | Month 2 | Evaluate at least 3 providers | Procurement |
Launch internal comms | Month 3 | Host webinars; update intranet FAQ | Internal Comms Lead |
Train managers | Month 4 | Roll out menopause & family leave workshops | L&D Lead |
Expert Commentary:
"Women’s health needs change across the career journey — fertility, pregnancy, menopause, and beyond. Inclusive policies recognise and support these diverse experiences, reducing attrition among talented mid-career women."
— OB-GYN and Women’s Health Consultant
Conclusion
Supporting women’s health creates a positive work environment. It also leads to better retention rates. Companies must update their benefits to address the real challenges women face. By implementing inclusive policies, organizations can foster loyalty among their staff.
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