Why Women’s Wellness at Work Matters
Women make up nearly half of the workforce, yet their health needs are often overlooked in corporate wellness programs. According to Gallup, only 26% of women strongly agree their organization cares about their well-being. This suggests a major gap—either wellness initiatives are not effectively communicated, or they fail to meet the unique needs of women.
From managing stress and finances to balancing caregiving responsibilities and experiencing high burnout rates, women face unique challenges that can impact their productivity, engagement, and overall well-being. When employers and health plans take steps to support women's health, they help create a place where all employees can succeed.
This guide helps employers and health plans create wellness programs that focus on the needs of women at work. By using a flexible approach with supportive policies and benefits, organizations can create a more inclusive and effective workforce.
Free Download: Empowering Women: A Benefits Checklist for Health Plans & Employers
The Business Case for Supporting Women’s Health
Investing in women’s wellness is not just a moral imperative—it makes good business sense. Research shows that companies with robust wellness initiatives experience lower absenteeism, higher retention rates, and reduced healthcare costs. When women receive the support they need for their health, they become more engaged, more productive, and demonstrate greater commitment to their work.
The numbers prove it:
- Companies with strong wellness programs report up to a 25-30% decrease in medical and absenteeism costs, leading to a healthier, more stable, and effective workforce.
- Organizations with highly engaged employees see up to 51% less turnover, creating a more committed and stable workforce.
- Health plans that provide special programs for women can lower long-term healthcare costs. These programs include maternal health, menopause support, and stress management. They also improve the overall well-being of members.
- In a recent survey conducted by FitOn Health, 73% of members reported that wellness programs helped them better manage the demands of their work and job, over half of members said their physical activity has increased since using FitOn Health, and 47% of members take fewer sick days and have more energy.*
Understanding the Challenges Women Face
Women face many health and wellness challenges during their careers. These challenges can affect their performance and overall well-being. Here are some key areas to consider:
Hormonal Health & Chronic Conditions
Women’s health needs change over time. Key life stages bring unique challenges that affect their well-being and work performance. Menstrual irregularities, polycystic ovary syndrome (PCOS), endometriosis, pregnancy, postpartum recovery, perimenopause, and menopause can all contribute to fatigue, pain, mood changes, and difficulty concentrating.
As women age, they are also more likely to experience chronic conditions like autoimmune diseases, osteoporosis, and cardiovascular disease. When workplace wellness programs fail to address these health issues, employees may struggle with presenteeism, discomfort, and a lack of strong policy support.
Related: Top 6 Benefits of Preventive Care
Mental Health & Burnout
Women in the workplace face many mental health challenges. These include anxiety, depression, and burnout. These issues are made worse by gender bias, heavy workloads, and the stress of balancing work and home life.
Studies also show that women often experience higher levels of anxieties, which can lead to disengagement, decreased productivity, and higher turnover rates. Without proper support, these challenges can lead to emotional exhaustion, less focus, and lower job satisfaction.
Related: Mindful Motion: A Guide to Mental Resilience
Caregiving Responsibilities
Women are more likely than men to take on caregiving roles, whether for children, elderly family members, or both. In fact, women overwhelmingly dominate the role of caregivers for the elderly, with reports showing that between 57% and 81% of all elderly caregivers globally are women. This stark disparity highlights that women bear the brunt of caregiving responsibilities, as they are the primary caregivers for 70% to 80% of impaired elderly individuals who receive care at home.
This additional responsibility can lead to financial strain, career stagnation, and increased stress.
How Employers & Health Plans Can Drive Meaningful Change
To support women’s wellness, we need a well-rounded approach. This includes changing culture, offering more benefits, and providing flexible wellness programs.
4 Ways to Support Women in the Workplace
1. Prioritize Women’s Wellness with Strong Manager Support
A workplace culture that prioritizes women’s health starts with leadership. Senior executives and managers must lead by example, actively promoting wellness programs and sharing personal stories about the importance of work-life balance and health. Managers, as the key support system between employees and the organization, are instrumental in helping employees navigate their work and personal responsibilities.
Despite their crucial role, only a quarter of employees report receiving helpful support from their managers for balancing these areas. To solve this, managers need clear expectations and training. This will help them have important discussions about well-being. It also empowers them to give employees the support they need to succeed.
Building a culture of well-being requires leadership to walk the talk. Leaders should demonstrate a commitment to health and wellness by fostering an environment where well-being is prioritized and openly discussed.
This involves showcasing available resources and ensuring employees feel comfortable utilizing them. It also means creating a safe space where employees can voice well-being concerns without fear of stigma or repercussions. By consistently reinforcing that well-being is a core organizational value, leaders can cultivate a culture where employees feel supported, valued, and empowered to prioritize their health.
Related: How Managers Can Support Workplace Stress
2. Expand Benefits & Holistic Wellness Programs
Wellness benefits designed for women’s specific needs can greatly improve job satisfaction and health outcomes. Companies should consider offering:
- Support for menopause and hormonal health treatments
- Flexible leave policies for medical and caregiving needs
- Mental health programs that include counseling and stress management resources
- Fitness and mindfulness challenges that promote long-term health and wellness
By integrating these benefits into existing wellness programs, employers demonstrate their commitment to supporting the whole health of their workforce.
3. Encourage Movement & Active Breaks
Physical activity is crucial for staying healthy. However, many women find it hard to make time for exercise because of their busy schedules. Employers can support workplace wellness by providing:
- On-demand fitness and wellness resources
- Designated wellness spaces in the office for stretching and meditation
- Company-wide wellness challenges that encourage participation and community building
- In-person experiences near office locations for quick workouts or active work breaks
Giving employees easy access to wellness resources helps them add movement to their daily routines, leading to better physical and mental health.
4. Embrace Flexibility for Flexible Lifestyles
Workplace flexibility is increasingly recognized as a critical benefit for supporting women in the workforce. The traditional nine-to-five, 40-hour workweek no longer meets the needs of many employees. To better support women, companies are providing flexible options. These options give women more control over when, where, and how they work.
Remote work, hybrid work, flexible schedules, and four-day workweeks help reduce burnout and boost productivity. Research shows that women especially benefit from flexibility, reporting more focused work time when working remotely.
Other new policies like job-sharing, unlimited paid time off (PTO), and wellness activities during work are becoming popular. Organizations want to keep top talent and support employee well-being. By offering these flexible options, employers can create an environment where women are set up to succeed both personally and professionally.
Empower Your People by Prioritizing Women's Wellness at Work
Prioritizing women's wellness in the workplace isn’t just the right thing to do—it’s a strategic advantage. By implementing thoughtful policies and benefits, employers and health plans can drive engagement, retention, and overall workforce well-being. Ready to take the next step in creating a more supportive workplace?
Contact us today to explore innovative wellness solutions that empower your employees and enhance organizational success.
*Internal survey conducted by FitOn Health with female app members to understand wellness improvements, with 987 submissions received in February 2025.