Designing Inclusive Women's-Health Benefits: A 2025 Playbook
- Canute Fernandes
- May 9
- 2 min read
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 life stages are winning loyalty and talent, especially among mid-career professionals. This playbook lays out how to build inclusive, future-forward women’s health benefits that meet real needs and boost 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 bad ethics — it’s bad 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 counselling
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 normalise 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
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