Female Health in the Workplace: A Key to Sustainable Employee Retention
In today’s working world, acknowledging individual life realities is essential – especially the health-related and emotional challenges many women face throughout their careers. Topics like pregnancy, endometriosis, polycystic ovary syndrome (PCOS), fertility struggles, or menopause are still often treated as taboo. Yet they play a central role in women’s wellbeing, performance, and professional development. Affected individuals frequently experience chronic pelvic pain, heavy menstruation, fatigue, sleep disturbances, difficulty concentrating, and hormonally driven mood swings.
Around 25% of women going through menopause reduce their working hours due to these symptoms (Source: HWR Berlin, 2023). 94% of women with endometriosis report a decrease in their ability to perform at work (Source: KKH, 2023). Companies that acknowledge and address these topics directly – and actively support their female employees – not only strengthen their employer brand but also foster long-term retention within their teams.
Pregnancy: More Than Just Maternity Protection
Pregnancy should not be seen as a business disruption, but as a meaningful part of company culture. Women expecting a child benefit greatly from flexible working hours, remote work options, and a structured transition before and after childbirth. What matters most is an environment of openness, planning, and trust. Unfortunately, this is not always the reality. According to Germany’s Federal Anti-Discrimination Agency, one in eight women loses her job after parental leave, and many report discrimination upon returning to work.
At the same time, studies show that 96% of companies offering flexible working hours observe positive outcomes when employees return from parental leave – including faster reintegration, greater satisfaction, and reduced turnover. A global survey by Carrot Fertility in 2023 also found that 77% of respondents would stay longer with an employer that offers fertility benefits.
Many companies already offer programs designed to ease the return after childbirth and parental leave. A successful reintegration is particularly effective when return-to-work conversations, individual reboarding plans, flexible working models, and supportive formats such as parent networks or “Keep in Touch” initiatives are thoughtfully combined.
Endometriosis and PCOS: Recognizing Invisible Burdens
Endometriosis and PCOS affect many working-age women. Endometriosis is a chronic condition where tissue similar to the uterine lining grows outside the uterus. PCOS is a hormonal disorder characterized by irregular cycles, elevated androgen levels, and often, infertility.
Those affected often struggle with chronic pain, cycle-related absenteeism, reduced performance, severe menstrual cramps, and fatigue. Despite the impact, both conditions often go unrecognized in workplace contexts. Companies that take a proactive approach can provide meaningful support through leadership awareness, flexible work arrangements, and open communication. According to a recent KKH survey, 94% of women with endometriosis feel impaired in their day-to-day work – a clear call to action.
Fertility Struggles: Between Treatment and Time Pressure
Infertility can be emotionally and physically taxing. Hormonal treatments, medical appointments, and long waiting periods are difficult to reconcile with rigid working schedules. Companies that recognize this reality and create space through flexible policies, trust, and protected structures offer significant relief. Anonymous psychological support and internal peer groups can help destigmatize the issue.
Menopause: A Case for Age-Inclusive Workplaces
Menopause brings both physical and mental changes – and is still far too rarely addressed at work. More than one in ten women resigns due to menopause-related symptoms and poor work-life compatibility (Source: HWR Berlin, 2023). Companies that actively embrace age diversity can create healthier and more inclusive environments through education, rest areas, proper ventilation, and adaptable break policies. At the same time, the expertise and experience of older female employees should be made visible and valued.
Integrating Female Health with Onuava
Onuava supports organizations in building exactly these types of structures and offerings – practically, individually, and based on scientific evidence. In addition to individual consulting, educational resources, and staff training, Onuava helps companies develop internal frameworks like Fertility Policies or Menopause Policies. These guidelines enable employers to integrate reproductive health and hormonal life stages into their HR strategies – for example, through clear rules around medical appointments, communication standards, support services, and the handling of sensitive topics. The goal is to create a trusting space for women’s realities at work – without pressure, but with intention. This turns care into culture – and isolated efforts into strategic strength.
Conclusion: Life-Phase Orientation as a Strategic Advantage
Companies that take female life stages seriously and offer active support create an environment that strengthens both wellbeing and long-term loyalty. Life-phase orientation – whether through flexible work models, internal counseling, or dedicated policies – becomes a vital part of a sustainable HR and corporate culture. This doesn’t mean every woman must share her personal story – it means that a culture of awareness enables her to do so if she chooses. Onuava guides organizations on this path – with structure, empathy, and impact.
