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1 in 6 people experience a reproductive health condition that impacts daily life. Yet most workplaces only start paying attention when someone asks about IVF, egg freezing, or starting a family.
But reproductive health doesn’t begin—or end—there.
It’s a lifelong journey. One that includes hormonal shifts, chronic conditions, pregnancy complications, postpartum recovery, miscarriage, contraception, perimenopause, and more.
And that journey? It shows up at work.
The reality is: reproductive health challenges affect productivity, retention, mental health, and equity. But because they’re often invisible, they go unacknowledged—until someone quits, breaks down, or goes on extended leave without explanation.
You don’t need to be a reproductive health expert to support your team. But you do need to understand how this plays out across life stages—and where your current policies might be falling short.
Here’s what your employees may be navigating at different stages and why a reactive approach isn’t enough:
Early Career: Hormonal Health & Family Planning
● Birth control access and side effects
● PCOS, endometriosis, and other cycle-related chronic conditions
● Fertility preservation (especially for LGBTQ+ employees and single individuals)
● Oncofertility decisions due to cancer diagnosis
These employees need education, flexible care access, and stigma-free support.
Mid-Career: Fertility, Pregnancy, Loss
● Infertility treatment (IUI, IVF, surrogacy)
● Miscarriage or pregnancy loss
● High-risk pregnancies or complications
● Transition into parenthood
They need time off policies that reflect reality, tools to manage the complexity, and emotional support that isn’t just an EAP phone number.
Later Career: Perimenopause, Menopause & Hormonal Health
● Brain fog, hot flashes, sleep disturbances
● Mental health impacts
● Misdiagnosis or dismissal of symptoms
Menopause affects focus, performance, and mental health—but most workplaces still don’t talk about it.
Support here is a major DEI and retention lever, especially for senior women in your workforce.
Reproductive health shouldn’t be addressed only when someone raises their hand. The best employers are moving toward proactive, personalized support that includes:
● Flexible time off that covers more than just birth or bonding
● Condition-specific support tools like myStoria that cover fertility, endo, miscarriage, or menopause
● Clear and inclusive communication so employees know what’s available (and don’t feel ashamed to ask)
● Manager training to respond with empathy and discretion
Reproductive health affects your employees across decades.
When you build benefits and policies that reflect that, you don’t just reduce burnout and attrition.
You build a culture that meets people where they are—in all the stages that shape who they are, and how they show up at work.
myStoria can help you figure out what makes sense for your team. Book a call with us today.
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