A coalition of professional and business organisations has called on the UK government to strengthen workplace support for women’s health and reproductive challenges, arguing that doing so could help retain skilled employees, address labour shortages and boost productivity.
An open letter to Employment Minister Alison McGovern, coordinated by the CIPD and the Society of Occupational Medicine (SOM), has been signed by 28 organisations. The signatories include representatives from key economic sectors such as construction and retail. The letter urges the government to review current policies and launch a national campaign to support employers in addressing issues including menopause, menstruation, fertility treatment and pregnancy or baby loss.
The letter highlights the gap between current employer support and the needs of women experiencing health or reproductive challenges throughout their working lives. While 46% of organisations include menopause in their health and wellbeing initiatives, only 37% offer support for pregnancy loss. Support for fertility issues is provided by just 26% of employers, and only 18% have measures in place to address menstrual health.
Despite making up nearly half of the UK labour market, women are underrepresented in employment compared to men and are more likely to be economically inactive. The signatories argue that providing greater workplace support could reduce dropout rates, improve wellbeing and help women maintain their careers.
Women’s Health and Economic Participation
The letter proposes three main actions for the government. First, it calls for a formal review of workplace support for women’s health and reproductive challenges, with the aim of identifying economic opportunities and gaps in current practice. Second, it recommends a high-profile campaign to encourage employers to create flexible, understanding and health-focused working environments. Third, it suggests widening access to occupational health services, particularly for those seeking to remain in or return to work while managing health conditions.
Rachel Suff, senior policy and practice adviser for wellbeing at the CIPD, said, “Tackling economic inactivity is a huge priority for the government and key to driving economic growth. But inadequate support for women’s health and reproductive challenges at work means many people feel forced to drop out of the workforce to manage their symptoms.”
She stressed the potential for supportive employer policies and better access to occupational health to keep more women in work.
“This will not only benefit individuals, by reducing inequality and supporting personal wellbeing, but will also be good for business and the economy by helping retain vital skills that contribute to positive business outcomes,” she added.
Integrating Occupational Health into National Strategy
Emma Persand, chair of SOM’s Women’s Health at Work Network, said employers and policymakers must treat occupational health as a core part of public health and labour strategies.
“Occupational health is not a luxury or an afterthought – it is the foundation of sustainable productivity and human dignity in the workplace,” she said. “Without proper attention to both physical and mental health at work, we witness the consequences ripple across families, communities and entire industries.”
She argued that current attitudes must change, calling for a coordinated response from all stakeholders and increased investment in preventive care.
“We need urgent, coordinated action from employers, policymakers and health systems. This requires genuine investment in preventive care, better enforcement of safety standards and inclusive policies that protect all workers – regardless of their status or sector,” she said. “If we truly value people, we must act now to ensure every worker has access to safe, healthy and supportive working conditions.”
Workplace Policies as a Lever for Inclusion and Growth
The open letter frames workplace support for women’s health not only as a matter of individual wellbeing, but as a strategic lever to drive business performance and reduce inequality. It suggests that improving retention of women across all life stages could help address persistent workforce gaps and support long-term economic resilience.
Organisations behind the letter include representatives from across the HR, health, and business sectors, emphasising the cross-sector relevance of the issue. Their shared position is that the government must lead by example in enabling employers to provide inclusive and flexible support, underpinned by professional occupational health advice.
