Women across every industry are navigating health challenges that can significantly affect their working lives – from fertility treatment and pregnancy to early parenthood, perimenopause, menopause and chronic conditions. Yet too often, these issues stay hidden.
Not because managers don’t care, but because many don’t feel confident having sensitive conversations. And when managers avoid the topic, HR teams are left carrying the emotional and operational load.
In our recent webinar, we explored how HR can empower managers to support women better, build psychological safety and reduce the pressure on People teams. Here are the main takeaways.
Watch the full webinar recording
1. Psychological safety starts small
Supportive workplaces aren’t built through sweeping policies alone. They’re built through small, everyday actions – regular check-ins, open language and genuine empathy.
These simple behaviours signal safety, which encourages women to speak up earlier, before issues escalate.
2. HR enables, managers deliver
HR shouldn’t be the sole destination for women’s health concerns.
When HR equips managers with practical tools, conversation frameworks and clarity on what good support looks like, the result is:
- fewer escalations
- more consistent support
- a more confident and capable management layer
This shift alone can dramatically reduce pressure on People teams.
3. Women need support across the whole health journey
Women’s health isn’t a single life stage. Fertility struggles, pregnancy and early parenthood, perimenopause and menopause all require understanding, flexibility and awareness. A one-size-fits-all approach doesn’t work. Managers need the confidence to navigate each of these moments with care.
4. Support must be accessible to everyone
Not all employees experience the workplace the same way.
Frontline, shift and remote teams often have the least access to support, and yet carry some of the greatest burdens. Digital tools and consistent communication help bridge these gaps and ensure equity, not just availability.
5. Practical support beats perfect policies
Policies matter – but what women experience day to day from their manager matters more.
Real inclusion happens in conversations, flexibility, and how managers respond in the moment. A beautifully written policy will never compensate for a poorly handled conversation.
6. Investing in women’s health improves retention
When women feel heard, supported and able to speak openly, they stay. Silence and stigma, on the other hand, push women out of the workforce – especially during high-pressure life stages.
7. Managers do not need to be medical experts
They don’t need clinical knowledge or specialist training. They simply need the right tools, a safe framework to talk within, and access to trusted resources like Anya.
Free resource: Line Manager Conversation Guide
To make manager support easier, we’ve created a practical Line Manager Conversation Guide that includes:
- step-by-step conversation frameworks
- example phrases
- guidance on adjustments
- follow-up checklists
Final thoughts
Improving women’s health support at work doesn’t require huge budgets or structural overhauls. It starts with enabling the people who have the most day-to-day impact: line managers.
With the right tools, confidence and consistency, managers can create workplaces where women feel safe, supported and able to thrive – and HR teams can focus on strategic work instead of constant firefighting.
If you’d like to learn more about how Anya helps organisations support women across every life stage, we’d love to talk. Get in touch with us today.