At Enterprise Evolution, we believe that growth and productivity go hand in hand with well-being. We recognise the diversity of today’s workforce, particularly the unique needs and potential of women. Prioritising women’s health in the workplace is not just a matter of fairness it is business critical for productivity, supporting employees, boosting engagement, and sustaining overall well-being. Women’s health needs change significantly throughout their lives, and acknowledging this enables workplaces to provide meaningful, targeted support (UK Department of Health, 2022; The Academy of Medical Sciences, 2021). 

Why Women’s Health Belongs in Workplace Policy  

Understanding the most common health conditions affecting women, and their impact on daily life, is key to building support systems that recognise the challenges female employees face. With this insight, organisations can implement effective and inclusive policies. Crucially, listening to women’s voices to better understand their experiences and needs are key. Drawing on our expertise in supporting women’s wellness at work, we highlight below some of the most common health concerns women may experience, along with practical steps employers can take to provide support.

Menstrual Health at Work 

67% of women have experienced period pain, with 59% reporting period-related fatigue or tiredness, and 10% severely limited by their symptoms (Healthy Ireland Survey, 2022). Menstrual cycles can disrupt both productivity and comfort at work. Simple but effective accommodations such as flexible working hours, work-from-home options, or designated quiet areas for rest can significantly reduce the burden on employees managing these symptoms. 

Endometriosis: An Invisible Challenge 

155,000 women in Ireland are affected by endometriosis, yet it takes on average nine years to receive a diagnosis (RCSI, 2023). This chronic condition can cause severe pain, fatigue, and discomfort, making it difficult to maintain a consistent work schedule without adequate support. Introducing workplace accommodations, raising awareness, and training managers to recognise the impact of invisible health conditions can help ensure affected employees can thrive without sacrificing their health.

Menopause and Workplace Inclusion 

Menopause also brings significant changes, often accompanied by hot flushes, sleep disturbances, mood swings, and cognitive difficulties. While research on menopause in Ireland is limited, its potential impact on work performance and well-being is widely recognised (UK Department of Health, 2022). Practical workplace measures such as temperature-controlled environments, flexible scheduling, and menopause awareness training for managers, can make a substantial difference to employees navigating this stage of life.

Effective change does not have to be complicated. The key lies in a willingness to listen, adapt, and act through training, policy development, and consistent implementation. By integrating women’s health into workplace culture, organisations send a clear message: every stage of a woman’s life is valued, respected, and supported. At Enterprise Evolution, we are passionate about turning awareness into tangible action, partnering with organisations to create healthier, more productive workplaces. This commitment enhances the well-being of individuals and paves the way for a stronger, more resilient workforce.

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