As an employer, the way you support your staff as they transition back into the world of work can have a huge impact on their wellbeing, job satisfaction, and long-term loyalty to your company. Here’s how you can help team members thrive both in their careers and at home. 

The impact of parenthood on careers and retention

Returning to work after having a baby can be daunting, but for most parents it is a necessity in order to continue providing for their families. In the UK, 70% of mothers and 92% of fathers with dependent children are in employment. However, many parents face challenges that can directly affect their ability to stay in work long term.

Career progression is one of the most significant issues, particularly for women. The number of female managers drops by 32% after having a baby, and 44% are forced into lesser-skilled administrative roles. This often results in lower income and long-term career setbacks, with some women taking more than 10 years for their careers to recover.

Research by the Fawcett Society and Totaljobs found that over a quarter of working mothers’ careers stall after having a baby, compared to 21% of working fathers. When parents feel overlooked for development opportunities, excluded from key projects, or sidelined after parental leave, disengagement and attrition become more likely.

A lack of employer support also contributes to parents leaving the workforce altogether.

85% of women leave the full-time workforce within 3 years of having their first child, and 19% leave work completely because businesses aren’t offering the flexibility needed.” – Careers After Babies 

For employers, this loss of experienced talent has a direct impact on continuity, productivity and recruitment costs.

Flexible working as a retention driver

Flexible working is consistently one of the most important factors for working parents, yet only 31% currently have access to flexible arrangements. From managing nursery drop-offs and pick-ups to attending emergency appointments, flexibility enables parents to balance work with family responsibilities more effectively.

In the UK, employees returning from maternity leave have a legal right to request flexible working if they have been with their employer for at least 26 weeks. Options include reduced hours, compressed working weeks, remote working or staggered hours. Employers can only reject requests for permitted business reasons.

Beyond compliance, flexible working offers clear retention benefits. It allows parents to manage workloads more effectively, reducing stress and burnout. It can also reduce absenteeism, as parents are better able to manage their own health or their child’s needs without taking time off.

Offering flexibility improves job satisfaction and morale, helping employers retain experienced staff and attract new talent. In addition, organisations may benefit from lower overheads due to reduced office space requirements.

Despite these benefits, many parents feel uncomfortable requesting flexibility.

“38% of women state they feel uncomfortable approaching their line manager about flexible working.”  

Creating a culture where flexibility is normalised and openly discussed is key to long-term retention.

Inclusion, visibility and workplace culture

Retention is closely linked to how included and valued parents feel after returning to work. Research shows that 41% of mothers feel isolated or disconnected from their colleagues after returning from parental leave. This sense of exclusion can erode confidence and engagement over time.

Employers should ensure parents are kept informed while on leave through Keeping In Touch days, email updates or virtual calls. Reintroducing parents to projects and team developments before their return can help rebuild confidence and maintain momentum.

Inclusion also means ensuring parents are not excluded from meetings, development opportunities, networking events or informal social activities. Feeling overlooked or invisible can contribute to stalled careers and increased attrition.

An open, supportive culture where parents feel comfortable raising concerns is essential. Regular check-ins with managers can help identify issues early and demonstrate that parents are valued members of the team.

Supporting parents through life’s challenges

Retention is also influenced by how employers respond to the broader realities of parenting. Sleep deprivation, childcare disruptions, sickness and school holidays can all affect performance and wellbeing.

Almost two thirds of parents with babies under one year old say their baby sleeps for less than four hours at a time, which can impact concentration, emotional resilience and decision-making. Encouraging regular breaks and offering additional support where health and safety could be affected is essential.

Employers should also be sensitive to fertility issues, miscarriage and baby loss. An empathetic approach, appropriate bereavement leave and flexibility during difficult periods help build trust and psychological safety.

Supporting parents through these challenges reinforces a culture of care and understanding, which in turn supports long-term loyalty.

“Two-thirds of women don’t feel comfortable talking about their mental health in the workplace” – Deloitte 

Find out about Anya’s parenting support

Promoting resources and long-term support

Many parents are unaware of the support available to them. Employers should proactively share information about government-funded aid such as child benefit, universal credit, tax-free childcare schemes and vouchers.

Clear communication around company benefits is equally important. This includes maternity and paternity pay, flexible working policies, wellbeing initiatives and any health or insurance plans available before, during and after parental leave.

Providing access to digital parenting support can also help bridge gaps between workplace policies and day-to-day realities.

Final thoughts

Supporting working parents is not a short-term adjustment or a “nice to have”. It is a strategic investment in retention, inclusion and workplace culture. Employers that acknowledge the challenges parents face and respond with flexibility, empathy and inclusive practices are better positioned to retain experienced talent and build sustainable teams. Alongside internal policies and leadership commitment, solutions such as Anya can help employers provide consistent, accessible support, reinforcing a culture where working parents feel valued and supported at every stage.

The post How Supporting Working Parents Improves Retention and Culture appeared first on Meet Anya..

Promote mental health & wellbeing 

With around 1 in 5 women developing mental health issues during pregnancy or within the first year of their baby being born, mental wellbeing is be a top priority for leading employers. 

Implement a mental health policy

This will outline what your company’s approach is to employee mental health, the support you’ll provide, and how employees can access it. This policy should be more than just a document though – it should undermine how you operate as a business, and the values should be lived and breathed by your employees. 

Offer mental health resources

Along with access to information and guidance, you can also provide advanced mental health support, such as counselling services, mental health first aiders, and allowing employees to take mental health days. 

Encourage self-care

New mums and dads can often forget to take care of themselves, but they need to stay happy and healthy to thrive both at home and work. Gym membership discounts, free yoga sessions, and subscriptions to wellness apps are amazing perks to offer. You could also promote healthy habits by having meetings outside, providing healthy snacks, and encouraging everyone to take 15 minutes out of each day to practise mindfulness. 

Provide manager training

Equip your managers with the knowledge they need to recognise the signs of poor mental health, have better conversations with their team, and offer effective support. 

Find out about Anya’s parenting support

Encourage boundary setting 

Clear boundaries are essential to achieve a healthy balance between work and family time. You don’t want work to overshadow your employee’s parenting responsibilities, but at the same time, you want to ensure they’re performing to a high standard and have the same opportunities as other colleagues.   

• Unplug from work. Encourage employees to finish work on time, and lead by example by not answering emails or calls outside of work hours. Scheduling breaks in the work calendar is also a good way to establish healthy boundaries in your team.  

• Offer alternative work spaces. While working from home is a godsend for parents, there might be times when they need a quiet space to get their head down. By offering access to shared workspaces, or the option to work from anywhere such as cafes, they can separate work from home life.  

• Respect boundaries. It can be difficult for employees to say no to managers if they’re asked to stay late, or work a different shift, but for new parents, these requests can be incredibly disruptive to their already hectic schedule. By respecting your employees’ boundaries, you help to protect their time and energy. This can have a positive impact on productivity and overall job satisfaction. 

Offer support during sickness and school holidays 

Babies and children are susceptible to catching all kinds of bugs, causing them to fall sick unexpectedly. This, along with multiple school holidays throughout the year, can disrupt your employees’ routines. By helping your employees navigate these events, you demonstrate empathy and understanding. When employees feel supported, they’re more likely to be motivated and engaged with their employer. 

• Be sympathetic. Having to concentrate at work while dealing with a sick child can be emotionally taxing. Be aware and understanding of the fact your employee might need to take urgent phone calls, or they might take several small breaks instead of one long lunch break.  

• Offer flexible working. Being able to work from home without any prior planning helps employees accommodate unexpected illness without reaching out for additional support. You could also discuss flexible start and finishing times so they can manage childcare arrangements without the added stress of running late. Remote working would also enable your staff to be at home during the school holidays, which not only saves them money in childcare, but it means their kids get to see more of mum and dad. 

• Support financially. Employers can offer subsidiaries to help cover the cost of holiday clubs and activities. Partnering with local childcare providers and sports clubs to offer discounts could also be a good way to support parents while boosting your business’ profile. 

• Host family-friendly events and workshops. This is not only great for bonding and employee morale, but it takes the pressure off arranging childcare on given days. Holding virtual workshops for little ones also means parents can work while their child is occupied for a few hours.  

Final thoughts

Protecting the mental health and wellbeing of working parents requires more than good intentions. It relies on open conversations, healthy boundaries, and access to the right support at the right time. When employers prioritise wellbeing and equip managers to respond with empathy, parents are more likely to feel safe, supported, and able to perform at their best. Complementing internal support with digital tools like Anya can help parents access trusted guidance whenever they need it. 

The post How Employers Can Support the Mental Health of Working Parents appeared first on Meet Anya..

As an employer, the way you support your staff as they transition back into the world of work can have a huge impact on their wellbeing, job satisfaction, and long-term loyalty to your company. Here’s how you can help team members thrive both in their careers and at home. 

1. Acknowledge the challenges 

Returning to work after having a baby can be daunting, but for most, it’s a necessity in order to keep providing for their families. In the UK, 70% of mothers and 92% of fathers with dependent children are in employment, many of which will face significant challenges, such as: 

• Work-life balance. Juggling work commitments – such as meetings, events, and deadlines – with family responsibilities can be overwhelming. It leaves little time for self-care and indulging in personal projects or hobbies that add to overall happiness. Flexible working arrangements can help with this difficult balancing act.  

• Childcare costs. Returning to work often means having to pay for childcare, and the high costs can put a real financial strain on your employees. In the UK, the average cost is £242 per week for a full-time nursery place. Employers can support staff by offering  onsite childcare services, or the ability to work from home.  

• Parental guilt. Going back to work and pursuing career goals can cause a huge amount of parental guilt. Many people don’t like the thought of spending hours away from their baby, in fear it might impact their emotional wellbeing and development. That’s why an understanding, supportive work environment is crucial to help alleviate some of this pressure. 

• Sleep deprivation. Almost two thirds of parents with babies under a year old, say their baby sleeps for less than four hours at a time, which can have a significant impact on how they function. They could make more mistakes, or feel more emotional and sensitive. Encourage new parents in the workplace to take regular breaks, and offer advanced support if they work in a role where their health and safety could be compromised as a result of drowsiness. 

• Career progression. The number of female managers drops by 32% after having a baby, and 44% are forced into lesser-skilled admin roles. This means many new mothers are on a lower income than they were before, and it can take more than 10 years for their careers to recover. Employers need to ensure they have an inclusive approach when it comes to career development and progression plans.  

• Lack of inclusion and employer support. Research by the Fawcett Society and Totaljobs, found that over a quarter of working mothers’ careers stall after having a baby, compared to 21% of working fathers. You can address this by ensuring new parents aren’t excluded from big projects or networking opportunities, and that they receive the same level of recognition for their work. 

85% of women leave the full-time workforce within 3 years of having their first child, and 19% leave work completely because businesses aren’t offering the flexibility needed.” – Careers After Babies 

2. Implement flexible working arrangements

Flexible working is top of the list when it comes to the support people want from their employers, however only 31% have access to flexible arrangements. From being able to do the nursery drop-offs and pick-ups, to attending emergency doctors appointments, flexible working is a game changer for new parents, but it’s also good for business. Here’s what you need to know. 

• It’s a legal right. In the UK, employees returning from maternity leave have the legal right to request flexible working, as long as they’ve been with the company for at least 26 weeks. Options include reduced hours, compressing the work week, working from home, or staggered hours to fit around childcare needs. As an employer, you can only reject the request if you have a permitted business reason. 

• It has many benefits. Flexible working has many benefits for employers. 

• Increased productivity. New parents can manage their workload more effectively with flexible working, which helps to increase productivity. 

• Reduced absenteeism. If new parents can work from home or work different hours, they’re less likely to take time off. Whether that’s for their own health, or the health of the baby. They can also freely attend doctors appointments without the stress of running late or being reprimanded, which helps with overall job satisfaction.  

• Improved retention. Offering flexibility as a benefit helps to retain (and attract) talent, which is especially important for employers given the cost of recruitment.  

• Better job satisfaction. Having more freedom and authority over balancing work and home life can boost morale, and cultivate a happier workforce. This in turn helps with productivity levels and the quality of work produced. 

• Lower costs. Companies who offer flexible working and working from home can lower their overheads as they don’t need as much office space. 

• How employees can make a request. Make sure your employees are aware of the process of making a flexible working request. They should start with an informal discussion with their line manager to let them know they’ll be making a statutory flexible working request. Their formal request needs to be in writing, including the date, a clear statement that it’s a statutory request, the type of flexibility they want and the changes to their working pattern, their desired start date for the changes, and whether they’ve made a similar request before. They should also clearly explain that they’re making the request due to childcare responsibilities.  
• Negotiate and be fair. Depending on the nature of the business and the employee’s role, sometimes the initial flexible working request isn’t always feasible. However, you should remain open minded and try to come to a middle ground that benefits both parties. By showing willingness to discuss and accommodate their needs, you can help build loyalty, trust, and mutual respect. 

“38% of women state they feel uncomfortable approaching their line manager about flexible working.”  

3. Create a supportive environment 

Make sure your employees feel understood, valued, and supported as they transition back to work after having a baby.  

• Create a personalised approach. Ask new parents how they’d like to be reintroduced to the workplace in a way that feels safe for them and at their own pace.  

• Establish peer support groups. Having a parent group within the business can allow employees to connect with people who know what they’re going through. They can share experiences, offer guidance, and advocate for parental support within the business. 

• Encourage breaks. New parents face significant sleep challenges, especially in the first year. Encourage them to take breaks so they can return to their job feeling more invigorated and ready to work. Stepping away from the desk or popping outside for fresh air can mitigate the risk of mistakes and prevent burnout. 

• Have an open door policy. From asking about flexible working, to talking about the challenges they’re facing at work as a new parent, it’s important employees feel they can discuss their needs with managers. You can do this by creating an open, welcoming culture where employees feel seen and heard. Schedule regular catch ups with new mums and dads to check in and see how they’re doing. It doesn’t need to be formal – just a casual chat over a cup of tea demonstrates you’re an employer that cares. 

• Be inclusive. Research shows 41% of mothers felt isolated or disconnected from their colleagues after returning to work from parental leave. Make sure new parents are kept in the loop while they’re off through Keeping In Touch (KIT) days, email updates, or virtual calls, and get them up to speed with new projects in the weeks leading up to their return. Also, ensure new parents aren’t excluded from meetings, events, or even after-work socials. It’s important they feel a sense of belonging, and that their presence in the team is valued.   

• Be sensitive. Employers should be sensitive when it comes to fertility issues, miscarriage, and baby loss. This includes having an empathetic policy for bereavement leave, being mindful around questions related to having children, and offering flexibility as employees try to navigate their difficult journeys. 

4. Promote mental health & wellbeing 

With around 1 in 5 women developing mental health issues during pregnancy or within the first year of their baby being born, mental wellbeing should be a top priority for employers. 

• Implement a mental health policy. This will outline what your company’s approach is to employee mental health, the support you’ll provide, and how employees can access it. This policy should be more than just a document though – it should undermine how you operate as a business, and the values should be lived and breathed by your employees. 

• Offer mental health resources. Along with access to information and guidance, you can also provide advanced mental health support, such as counselling services, mental health first aiders, and allowing employees to take mental health days. 

• Encourage self-care. New mums and dads can often forget to take care of themselves, but they need to stay happy and healthy to thrive both at home and work. Gym membership discounts, free yoga sessions, and subscriptions to wellness apps are amazing perks to offer. You could also promote healthy habits by having meetings outside, providing healthy snacks, and encouraging everyone to take 15 minutes out of each day to practise mindfulness.  

Provide manager training. Equip your managers with the knowledge they need to recognise the signs of poor mental health, have better conversations with their team, and offer effective support. 

“Two-thirds of women don’t feel comfortable talking about their mental health in the workplace” – Deloitte 

Find out about Anya’s parenting support

5. Encourage boundary setting 

Clear boundaries are essential to achieve a healthy balance between work and family time. You don’t want work to overshadow your employee’s parenting responsibilities, but at the same time, you want to ensure they’re performing to a high standard and have the same opportunities as other colleagues.   

• Unplug from work. Encourage employees to finish work on time, and lead by example by not answering emails or calls outside of work hours. Scheduling breaks in the work calendar is also a good way to establish healthy boundaries in your team.  

• Offer alternative work spaces. While working from home is a godsend for parents, there might be times when they need a quiet space to get their head down. By offering access to shared workspaces, or the option to work from anywhere such as cafes, they can separate work from home life.  

• Respect boundaries. It can be difficult for employees to say no to managers if they’re asked to stay late, or work a different shift, but for new parents, these requests can be incredibly disruptive to their already hectic schedule. By respecting your employees’ boundaries, you help to protect their time and energy. This can have a positive impact on productivity and overall job satisfaction. 

6. Offer support during sickness and school holidays 

Babies and children are susceptible to catching all kinds of bugs, causing them to fall sick unexpectedly. This, along with multiple school holidays throughout the year, can disrupt your employees’ routines. By helping your employees navigate these events, you demonstrate empathy and understanding. When employees feel supported, they’re more likely to be motivated and engaged with their employer. 

• Be sympathetic. Having to concentrate at work while dealing with a sick child can be emotionally taxing. Be aware and understanding of the fact your employee might need to take urgent phone calls, or they might take several small breaks instead of one long lunch break.  

• Offer flexible working. Being able to work from home without any prior planning would enable employees to accommodate unexpected illness without reaching out for additional support. You could also discuss flexible start and finishing times so they can manage childcare arrangements without the added stress of running late. Remote working would also enable your staff to be at home during the school holidays, which not only saves them money in childcare, but it means their kids get to see more of mum and dad. 

• Support financially. Employers can offer  subsidiaries to help cover the cost of holiday clubs and activities. Partnering with local childcare providers and sports clubs to offer discounts could also be a good way to support parents while boosting your business’ profile. 

• Host family-friendly events and workshops. This is not only great for bonding and employee morale, but it takes the pressure off arranging childcare on given days. Holding virtual workshops for little ones also means parents can work while their child is occupied for a few hours.  

7. Help manage workloads 

Employees who are trying to strike the perfect balance of raising a baby while pursuing career goals may need help managing their workload. You can help by ensuring the right systems and strategies are in place and are actively encouraged. 

• Prioritisation. Reduce the risk of employees getting overwhelmed by encouraging them to only focus on high priority tasks. Line managers should ensure they’re not being invited to unnecessary meetings, and that jobs are labelled as either ‘urgent’, ‘important’, or ‘nice-to-have’. You want your team members to be in a position where they’re concentrating on the things that matter so that they can do the best job possible.  

• Planning. The last thing anybody wants is a last-minute task landing on their desk, but this can be extremely stressful for new parents. Frequent planning meetings are vital to ensure everyone knows what projects are on the horizon, and what tasks are due. It also allows managers to review workloads and ensure employees are working to a healthy capacity – which should never be 100%!  

• Delegation. Empower employees to delegate less important or smaller tasks to their colleagues who have capacity. This can only happen if you create a collaborative environment where everyone is working towards the same goal, and the act of delegation isn’t abused. 

8. Promote resources and benefits 

Many new parents might not be aware what help is available to them, so ensure they have all the information they need as they prepare to juggle work with raising a baby.  

• Government funded aid. There are a few financial support options available in the UK, such as child benefit, universal credit, working tax credit, free school meals, and Healthy Start vouchers.  

• Childcare options. The UK offers tax-free childcare schemes and vouchers to help cover the costs of nursery. 

Promote company benefits. Make sure employees are aware of what company benefits they can access before, during, and after having a child. This includes maternity and paternity pay, flexible working policies, wellbeing perks, support solutions, and any health cash plans or insurance.  

9. Offer a digital parenting support solution 

Anya is a health tech app that provides round-the-clock employee support, helping people navigate some of life’s most challenging times. From breastfeeding tools to expert parenting guidance, your team members can access specialist support at their fingertips. Check out how Anya could help your business support employees returning to work after having a baby. 

The post How to Help Employees Balance Work & Parenting appeared first on Meet Anya..

At the same time, HR teams are planning budgets, checking absence patterns and supporting managers as the workload ramps up. 

For many women, January can be especially challenging. Winter fatigue, disrupted sleep, ongoing health symptoms and life responsibilities can all affect how people feel at work. Planning for wellbeing in January is not about launching big new programmes. But it’s often a good opportunity to take stock and make small changes that help people stay well and engaged throughout the year. 

This toolkit gives HR teams practical, evidence-informed steps to support women’s health and wellbeing from day one of the year. 

Why this matters right now 

Women generally take more sick days than men in the UK. In 2024, the ONS reported that the sickness absence rate was 2.5% for women compared with 1.6% for men, showing that women are more likely to take a day off for health reasons. 

Many of these absences relate to health issues that are common but often invisible, including women’s health concerns. 

Research from the CIPD shows that symptoms associated with menopause and perimenopause have a real impact on work. Three out of five women aged 45–55 say their symptoms have a negative impact on them at work. Around 17% of people have considered leaving their job because they did not get enough support for menopause symptoms, and 6% have actually left.  

Other studies point to a broader trend. In a UK survey, almost one quarter of working women considered quitting their job due to menopausal or menstrual symptoms. 

Many of the women surveyed also reported that symptoms affect mood, concentration and productivity – all these things will impact work performance and general wellbeing.

Women’s health matters for retention, engagement and productivity in every organisation.  

What HR can do in January 

It’s the New Year and everyone’s full of resolutions and good intentions. If your top employees are struggling at work because of women’s health challenges, they may be considering leaving your organisation for companies that offer better care, or leaving the workforce altogether.

Here are practical steps HR teams can take to create a workplace that supports women’s health and sets a strong wellbeing foundation for the year. 

1. Make support easy to find and understand 

Policies and resources are only useful if employees know where to find and use them. 

In January, HR teams can: 

• Share or re-share clear information about women’s health support, including menopause, menstrual health and reproductive health resources. 

• Highlight confidential support options, such as wellbeing apps or external services. 

• Include links to FAQs or guidance in internal newsletters and intranet pages. 

Your aim is to make support visible and easy to access without making a big announcement or creating pressure. 

2. Give managers practical tools, not policies 

Managers often want to help but may not feel confident or sure where to start. HR can help by providing simple, practical tools such as: 

• A short briefing document explaining common women’s health issues and how they may affect work. 

• Conversation prompts that focus on work impact rather than personal health details. 

• Examples of small, reasonable adjustments that can help. 

Practical adjustments might include: 

• Flexible start and finish times. 

• Short, scheduled breaks. 

• Easy access to water or a cooler workspace. 

• Written follow-ups to verbal instructions. 

These steps do not require managers to be health experts. They give managers language and actions that are supportive and sensible. 

Download Anya’s Line Managers’ Conversation Guide

3. Look at absence data with a fresh lens 

January is a good time to review absence data from the year before. Patterns can reveal where additional support might reduce future absence. 

Instead of looking only at absence categories such as “illness” or “stress,” HR teams might: 

• Look for repeat short-term absences that cluster around predictable health issues. 

• Consider whether women’s health concerns could be part of wider trends. 

• Talk to managers about what they see on the ground, without focusing on specific cases. 

Understanding patterns as a whole helps HR plan meaningful support that reduces disruption and turnover. 

4. Make support fair for all roles 

Support needs to work for every part of your organisation. 

Employees in office settings may have more flexibility than those in frontline or shift-based roles. In January, HR can check that women’s health support is practical for: 

• Shift workers. 

• Customer-facing roles. 

• Deskless teams. 

• Remote workers. 

• Senior leaders as well as entry-level staff. 

Health equity in the workplace means support should work in practice, not just look good in a policy document. 

5. Be clear that support is confidential and normal 

Many women feel uncomfortable talking about their health at work. In one UK survey, cited by NHS Inform, almost half of women who needed a day off because of menopause did not tell their employer the real reason.  

HR communications can help by: 

• Emphasising that support is private and confidential. 

• Reinforcing that no one has to disclose personal health information to get help. 

• Including women’s health as part of general wellbeing messaging so it feels normal and inclusive. 

This quiet normalisation helps reduce stigma and encourages people to get help when they need it.

6. Set simple priorities for the first quarter 

January support does not have to be a big project. A few clear goals for Q1 might include: 

• Increasing awareness of women’s health resources. 

• Improving manager confidence in supporting employees. 

• Tracking engagement with wellbeing tools. 

• Spotting early signs of absence that could be mitigated with better support. 

These kinds of priorities are easy to measure and help show HR’s impact early in the year. 

How Anya can help HR teams 

Anya provides evidence-based, confidential women’s health support that employees can access anytime. This includes guidance on menopause, menstrual health, fertility, and early pregnancy. 

Anya also offers practical resources that HR teams can use to support their workforce, reduce time spent on ad hoc queries, and strengthen wellbeing without adding to HR workload. 

Final thoughts 

By making support easy to find, giving managers clear tools, looking at data thoughtfully, and ensuring support is fair and confidential, HR teams can make a lasting difference to women’s wellbeing at work. 

The post January is when people decide whether to stay – why women’s health matters appeared first on Meet Anya..

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 

Download the guide here 

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.

The post How HR can help line managers support women’s health at work appeared first on Meet Anya..

For women managing perimenopause, period health issues, fertility treatment or early pregnancy, this time of year can feel especially tough. 

The good news is that a few small, thoughtful actions from HR and managers can make a big difference. Here’s how. 

Why the Festive Season Can Feel Harder for Women 

Hot rooms + alcohol + late nights = tougher menopause symptoms

Office parties, warm venues and social pressure to drink can make hot flushes, migraines and anxiety worse — especially if people are already tired. 

December fatigue is real

Women juggling caring responsibilities, hormonal symptoms and festive demands often experience deeper fatigue at this time of year. 

Fertility treatment doesn’t pause for Christmas 

Medication schedules, procedures and emotional ups and downs continue, even when everyone else is celebrating. 

Stress can flare period conditions

Conditions like endometriosis and PMDD can worsen with disrupted routines, stress and colder weather. 

Early pregnancy can feel more difficult 

Nausea, tiredness or worry may be quietly happening behind the scenes — especially for those not ready to share their news yet. 

None of this is obvious from the outside, which is why sensitive, proactive support matters so much. 

Practical Ways HR and Managers Can Help This December 

1. Make festive events comfortable for everyone

Christmas parties don’t need to be loud, late or all about alcohol. 

Small tweaks help a lot: 

• Offer alcohol-free drinks as standard 
• Provide cooler, quieter spaces 
• Make it clear people can come and go as they wish 
• Offer seating instead of standing-only events 

A simple line such as “Join in however feels comfortable for you” sets the right tone. 

2. Offer flexibility

With fatigue, symptoms or appointments, even small adjustments can help someone stay well and avoid unnecessary absence. 

Options include: 

• Slightly later starts or earlier finishes 
• A day or two of home working 
• Moving non-urgent meetings to January 
• Allowing time for medical appointments without fuss 

Flexibility is one of the easiest low-cost support tools HR has. 

3. Support managers to check in kindly 

Managers don’t need to be health experts — just human. 

Useful prompts include: 

• “How are things for you this week?” 
• “Is there anything that would make the next few days easier?” 
• “December can feel like a lot — let me know if you need anything.” 

Light-touch, private check-ins help people feel safe without being pressured to disclose personal things. 

4. Keep sickness and leave policies compassionate

December often brings: 

• More flare-ups 
• More stress 
• More last-minute leave needs 

A fair and compassionate approach helps prevent presenteeism (working while unwell), which typically costs more in the long run. 

Encourage managers to: 

• Look at individual circumstances 
• Avoid making assumptions 
• Work with HR early if someone needs adjustments 

5. Make everyday adjustments easy 

Encourage employees to: 

• Take regular breaks 
• Sit in cooler areas 
• Use fans or comfortable clothing 
• Move a meeting online if needed 

These tiny actions often make the biggest difference. 

6. Be mindful of fertility journeys 

For employees going through IVF or fertility treatment: 

• Offer privacy for medication timings 
• Allow flexible clinic appointments 
• Avoid assumptions around the holidays (“Any baby news?” etc.) 
• Remind them of confidential support available 

December can be a sensitive time. Thoughtful communication helps. 

7. Don’t forget early pregnancy 

People in early pregnancy may not want to disclose — and may be trying hard to “act normal” at social events. 

Help by: 

• Offering seating at events 
• Labeling food and drink clearly 
• Making temp-controlled spaces available 
• Being flexible with start times 

Support should be available to everyone — removing the burden of explanation. 

Looking Ahead to January’s Wellbeing Month 

December is also a great time to prepare for January — one of the highest-impact months for health and wellbeing engagement. 

HR teams can use the quieter weeks to: 

• Review what women’s health issues came up this year 
• Refresh menopause or reproductive health resources 
• Share manager guidance 
• Plan communications for early January 
• Explore digital support options to launch with the new year
• Ask for feedback on what more employers can do to support women’s health 

A little early planning makes January feel far less overwhelming. 

How Anya Can Help Your Teams Over the Holidays 

The festive season can be wonderful — but also full-on. 

Anya provides confidential, 24/7 women’s health support across menopause, fertility, pregnancy and early parenting, so employees can quietly get the help they need, exactly when they need it. 

Through expert-backed content, self-care tools and symptom tracking, Anya helps reduce unplanned absence, protect wellbeing and support retention — not just at Christmas, but all year round. 

If you’d like help supporting your workforce this December and beyond, we’re here. Get in touch for more info.

The post How to Support Women’s Health During the Festive Season – an HR Guide appeared first on Meet Anya..

From smartphones and watches to social media and streaming platforms, technology has transformed how we live and work. The health sector is no exception, with health tech apps in the workplace offering innovative solutions to support employees through challenges like menopause, fertility, and parenting. For businesses, these apps present an incredible opportunity to enhance employee wellbeing and engagement.

Why Businesses Should Invest in Health Tech Apps

With healthcare systems like the NHS under mounting pressure, employees often face long waits or limited access to expert support. This can lead to stress, absenteeism, and decreased productivity. Health tech apps offer a practical solution, enabling your workforce to navigate their health challenges from the comfort of their own homes or workplaces.

From tracking fertility cycles and managing menopause symptoms to offering parenting information and breastfeeding support, advanced health tech tools can complement your wellbeing initiatives and make support more accessible.

7 Benefits of Health Tech Apps in the Workplace

From intelligent AI tools to 24/7 support, let’s explore how these tools are creating positive change for employees and organisations alike.

1. Accessibility for Your Workforce 

A major barrier to seeking help is finding support when it’s needed most. Health tech apps are available 24/7, providing round-the-clock support for challenges such as managing menopausal symptoms during late nights or breastfeeding in the early hours.

By offering immediate access to resources, these apps help employees feel cared for and reduce stress, improving their ability to focus at work.

2. Inclusivity in Employee Support

Modern workplaces are diverse, and wellbeing solutions should reflect this. Health tech apps often tailor content to meet the unique needs of individuals, considering factors like gender identity, sexuality, ethnicity, and age.

For example, some apps offer personalised menopause information for male-identifying individuals or inclusive fertility resources for same-sex couples. These tools help create a culture of equity and belonging in your organisation, demonstrating your commitment to supporting all employees.

3. Evidence-Based Expertise for Informed Decision-Making

Health-related challenges can be daunting, and employees often struggle to find reliable information. Anya delivers content written by accredited healthcare professionals, ensuring your workforce can access accurate and trustworthy information and support. 

This reliability reduces time spent searching for information, empowering employees to make informed health decisions with confidence. 

4. Scalability to Support a Growing Workforce 

AI-powered health tech solutions can scale to meet the needs of organisations of any size. These apps handle a high volume of queries and provide tailored information in real-time, reducing the burden on HR teams.

For example, AI-powered chat features can address common concerns efficiently, ensuring employees receive instant support while keeping operational costs low.

5. Multilingual Support for Diverse Teams 

Language barriers can prevent employees from accessing critical health information. Many health tech apps offer multilingual options, enabling users to find support in their native language.

This feature is especially valuable for UK organisations with diverse workforces and for international teams, ensuring that all employees can access the same level of care and support.

6. Boost Retention and Productivity 

When employees feel supported through life challenges, they’re more likely to remain engaged and loyal to their employer. Offering health tech apps as part of your benefits package can boost morale, enhance productivity, and reduce absenteeism, as healthier employees bring their best selves to work.

7. Real Impact, Real Results

Health tech apps have transformed how employees manage their health. For example, users report feeling less anxious about parenting or menopause after accessing tailored information and support through these tools.

One user shared:

“It’s so much easier to talk to the app’s AI than a real person because they won’t judge you. Anxiety was the big thing, and the app normalised that it’s OK to feel this way, especially as a first-time mum.”

By integrating health tech apps, organisations can address these challenges proactively, improving employee wellbeing and driving measurable outcomes.

Tailored Health Solutions for Your Employees.

While there are many health tech apps available, choosing the right one for your organisation is key. Look for tools that offer comprehensive features, such as personalised content, expert support, and 24/7 availability.

Anya is one example of an AI-powered app that provides tailored support for employees navigating menopause, fertility, or parenting. It’s designed to empower your workforce while complementing your existing wellbeing strategy.

The post How Health Tech Apps Support Women’s Health in the Workplace. appeared first on Meet Anya..

Did you know unaddressed health challenges, like menopause and pregnancy complications, are among the leading causes of workplace absenteeism and turnover? These challenges affect not only the individuals facing them but also the entire workforce, costing UK employers billions annually in lost productivity. Insights from our NHS partnerships highlight the transformative impact of addressing these issues with care and compassion—creating workplaces where employees feel supported, valued, and empowered to thrive.

Anya, in partnership with the NHS, is transforming this narrative. We offer innovative tools for menopause support, pregnancy support, and fertility support that empower individuals and organisations alike. Backed by trusted NHS partnerships, we deliver scalable, cost-effective solutions designed for modern workplaces. 

Employers now have an opportunity to create inclusive environments where employees feel supported—and businesses thrive. 

Trusted through NHS Partnerships: A Proven Model of Success.

Anya is built on the principles of our trusted NHS partnerships. We actively provide personalised, high-impact support to employees navigating significant life stages. Our AI-powered solutions, combined with expert clinical support, delivers tailored menopause, pregnancy, and fertility information to users. 

Employers trust Anya to reduce absenteeism, support retention, and improve workplace morale. Employees report feeling more confident and less stressed. One user shared: 

Anya’s support makes returning to work less stressful and more manageable. I feel understood and confident, knowing help is always just a message away.

Anya user

Anya has been instrumental in helping us create a workplace culture that truly supports our team. Their solutions make it easy for employees to feel valued and understood during critical life stages.

Clearscore’s Chief People Officer

These testimonials demonstrate how Anya is making a difference in real workplaces today. 

The Role of AI in Transforming Workplace Health 

AI is revolutionising how workplaces approach health and well-being. Anya’s AI technology stands out by offering ethical, effective, and scalable solutions. This ensures employees receive the support they need for menopause, pregnancy, parenting and fertility challenges. 

What makes Anya’s AI unique? 

This combination of advanced technology and human expertise helps employers scale health solutions while ensuring a personal touch. 

Scalable, Cost-Efficient Solutions for Employers 

Anya, through our NHS partnerships, demonstrates that impactful healthcare can be cost-efficient. We address challenges like absenteeism and retention with tools that offer menopause support, pregnancy support, and fertility support. 

The UK workforce faces significant challenges: employees miss an average of 7.8 days annually due to health issues (PrivSec Brochure (3)). Anya reduces these numbers by providing: 

• Real-time, AI-driven support for the majority of queries. 

• Specialist assistance for cases requiring personalised input. 

Employers partnering with Anya report: 

• Lower absenteeism due to accessible, on-demand support. 

• Improved retention, especially among mid-senior leaders and working parents. 

• Greater engagement, as employees feel empowered to manage their health confidently. 

Inclusive Workplaces Empower Everyone 

Unaddressed health challenges often lead to disengagement and turnover. For example, 85% of mothers leave full-time work within three years of having children (Careers After Babies Report, 2024). Employers using Anya create inclusive workplaces where employees feel supported during key life transitions. 

Anya delivers tools that meet diverse workforce needs, including: 

These tools foster equity and understanding, helping organisations stand out as leaders in workplace health and well-being. 

Shaping the Future of Workplace Well-Being 

The future of workplace health is already here. Employers who prioritise health equity and well-being send a clear message: “We value our people and their journeys.” 

With Anya’s innovative tools and trusted NHS partnerships, employers actively: 

• Close health equity gaps and improve access to support. 

• Build a strong employer value proposition to attract and retain top talent. 

• Boost morale and satisfaction while reducing absenteeism. 

Clearscore’s CPO highlights the real-world impact of Anya: 

“The changes we’ve seen in our team’s engagement and morale since adopting Anya’s tools have been remarkable. It’s a game-changer for any workplace.” 

Conclusion 

Workplace well-being is essential. By offering menopause support, pregnancy support, and fertility support, Anya helps organisations address critical workforce challenges. 

Through trusted NHS partnerships and AI-driven solutions, we empower businesses to create inclusive environments where employees thrive. 

Are you ready to transform your workplace? Discover how Anya can help your organisation today. 

The post The Future of Workplace Wellbeing. appeared first on Meet Anya..