Closing Access Gaps in Women's Care

You might be spending more on health care than ever. But if employees can't get the care they need—when and how they need it—it's not working. And for many, especially women, that's still the case.

Women between the ages of 25 and 54 make up 65% of today's workforce, yet many report struggling to access the proper support.

From fertility and maternity to mental health and menopause, the system doesn't always meet them where they are. The result? Delayed care, worsening conditions, and higher costs down the line.

A Benefits Strategy That Reflects Reality

The goal isn't just to offer more—it's to provide better. And better means designing benefits that match the actual lives of your workforce.

Women are 35% more likely than men to skip or delay care, often because services aren't accessible, affordable, or tailored to them.

That includes everything from maternity care to chronic condition support to mental health, especially in underserved or high-demand areas. Flexible options, such as virtual counseling, mobile-first tools, and integrated behavioral support within primary care, can go a long way in helping employees juggle work and family.

Bring Care to the Full Journey

Modern care must encompass the whole spectrum. That means going beyond annual checkups and offering support through all of life's transitions—from fertility, pregnancy, postpartum recovery, menopause to chronic conditions.

Uncoordinated menopause care increases the cost per case by 47%, and the ripple effect on absenteeism and productivity is equally steep.

When employers offer targeted programs, whether it's doula access or evidence-based fertility care—they're not just doing the right thing for their employees; they're also doing the right thing for their teams. They're reducing long-term costs and improving outcomes.

And it's not just physical health. Mental health challenges often intensify during these transitions. Whether it's postpartum depression or anxiety linked to infertility, women benefit from integrated care models that treat the whole person, not just the episode.

What to Look at Now

As we move through 2025, it's worth asking: Are your benefits built for the people who use them the most? Are they flexible enough to meet employees where they are, and are they proactive enough to prevent minor issues from becoming costly claims? Investing in better access—especially for women—isn't just a nice to have. It's a more innovative way to control costs and attract and retain top talent.

Contact us today for additional HR resources.

_{SOURCE: United Benefit Advisors (UBA)}