A growing coalition of workplace wellbeing leaders and parliamentarians is calling for stronger national standards to address women’s health at work, after a meeting in July highlighted widespread inconsistencies in support.
The Policy Liaison Group on Workplace Wellbeing, which brings together employers, experts and MPs, warned this week that reproductive health, caring responsibilities and support for low-paid workers remain major blind spots in many organisations. It forms part of wider engagement ahead of the Employment Rights Bill returning to the Commons for amendment discussions.
The Group is now preparing a set of Duty of Care Guidelines, due for publication later this year, to provide clearer expectations for employers of all sizes and to help close the UK’s gender health gap.
Reproductive Health Still Sidelined
Roundtable participants said many employers still treat reproductive health as a private issue, with little or no formal policy support for menstruation, fertility treatment, miscarriage or menopause.
While some larger organisations have made progress, small and medium-sized employers often lack dedicated HR teams or access to occupational health services. The Group warned that without clearer national guidance, most workers will continue to face a postcode lottery of wellbeing support.
In a letter following the session, Labour MP Dr Beccy Cooper urged the Ministers for Women and Equalities and for Employment to act on the Group’s recommendations. She said one of the clearest messages was that “support for women’s health cannot be the preserve of large corporations” and called for guidance that is relevant and practical for all employers.
Caring Responsibilities Limit Opportunity
The roundtable also heard concerns about the unequal burden of unpaid care, which remains heavily gendered. Women are more likely to be primary carers for children or elderly relatives, which affects their working hours, job security and career progression.
Flexible working alone, the Group noted, is not enough. In the absence of supportive culture and management, flexible arrangements may simply entrench existing inequalities rather than solve them.
Dr Cooper said the Group’s recent session “underlined just how urgent it is to close the gender health gap” and that the issues raised “go to the heart of fairness and fulfilment at work, mental and physical health, and the resilience of our economy and society”.
Low-Paid Workers Face Greatest Gaps
Women in low-paid or insecure jobs were identified as the group most likely to be excluded from workplace wellbeing initiatives. These roles are often physically demanding, lack flexibility and offer little scope for adjustments or leave.
The Group warned that without targeted action, current workplace health efforts risk benefiting only salaried staff in professional roles, leaving behind those in retail, care, hospitality and outsourced workforces.
“Supporting women’s wellbeing at work must move beyond goodwill and isolated initiatives. It requires shared expectations, enforceable rights and a culture that values health and care alongside productivity,” a summary of the session said.
New Guidance Due Later This Year
To address these concerns, the Policy Liaison Group will publish a national Duty of Care framework later this year. This will aim to set out baseline expectations across areas including reproductive health, mental wellbeing, carer support and inclusive management.
The chair of the Group, Gethin Nadin, said that growing political engagement was making a real difference. “I was so incredibly heartened to see a letter from Dr Beccy Cooper MP. Her thoughts, which she has so diligently passed on to the Minister for Women and Equalities and the Minister for Employment, are a powerful testament to the impact of our work.”
He said he had initially been unsure whether the Group would gain traction but was now encouraged by how quickly momentum had built.
“When I was first asked to chair this group, I was concerned about our ability to truly effect change. Now, as our reputation in Westminster grows and we get increasing support from MPs like Dr Cooper, it’s clear that we are making a tangible difference.”
“We are energised by this progress and look forward to working closely with parliamentarians over the next year to drive forward a consolidated framework of wellbeing standards. Together, we will continue to drive better outcomes for employees, empower employers, and strengthen the economic output of our entire country.”
Employment Rights Bill May Not Go Far Enough
While the Employment Rights Bill includes several welcome provisions — such as enhanced protections for pregnant workers, menopause action plan duties for large employers and improved access to flexible working — the Group warned that it does not yet go far enough to address structural health inequalities.
Participants argued that only with consistent national guidance, leadership accountability, and sector-wide minimum standards will the gender health gap begin to close.
Employers are now being urged to review existing policies, speak to staff about unmet needs and prepare for the forthcoming Duty of Care Guidelines.