Women’s health has long been underrepresented in healthcare coverage and benefits, with many plans focusing on maternity and reproductive care. Women face a wide range of health challenges beyond these areas, including chronic conditions, mental health issues, and life-stage changes such as menopause. Addressing these gaps is crucial not only for well-being but also for employers who want to build a productive, engaged, and supportive workforce.
The 2026 MMA Employee Health & Benefits Trends Report reveals maternal and gynecological conditions make up only about 5% of the global burden of women’s health issues. Most challenges women face come from conditions that disproportionately affect them, such as autoimmune diseases, metabolic disorders, and early-onset cancers. Many benefit plans do not adequately cover these conditions, leaving significant unmet needs.
Menopause is an important area with clear gaps in benefit support. Over half of women report missing work due to menopause symptoms, and nearly one in six have considered leaving their jobs because of these challenges. Only 4% of employers offered menopause support in 2023, which is expected to rise to 25% by 2026. The World Economic Forum’s Global Alliance for Women’s Health stresses that addressing menopause and other underfunded conditions like endometriosis and maternal hypertensive disorders could unlock major health and economic benefits.
Family-building benefits have improved, with in vitro fertilization (IVF) coverage nearly doubling since 2020. Half of small employers and 77% of large employers now offer some form of IVF coverage. Still, many women feel their benefits do not fully meet their needs, with 50% reporting dissatisfaction. This represents the need for comprehensive, equitable coverage addressing reproductive and healthcare needs.
When it comes to mental health, women are more likely than men to experience conditions such as anxiety and depression, a gap driven by social, cultural, and systemic factors. Addressing these disparities requires broader recognition of how social determinants and health system design shape outcomes for women across different ages, races, and socioeconomic groups.
Employers have a unique opportunity to improve women’s health benefits by adopting a holistic approach that goes beyond maternity care to include chronic conditions, mental health, cancer screening, and menopause. Tailored wellness programs and culturally competent care can support women at all life stages and backgrounds. Comprehensive benefits not only promote inclusivity but also enhance workforce engagement, reduce absenteeism, and improve retention. By leveraging current market trends, organizations can design inclusive benefits that meet diverse needs, and foster a healthier, more resilient workforce.
