LGBTQ+ employees best supported when offered inclusive employee benefits

News
Joanne Swann
A rainbow flag waves on a flagpole, promoting wellbeing and safety, against a backdrop of a blue sky with scattered clouds.

Employers should demonstrate their commitment to cultivating a diverse workforce by offering inclusive employee benefits.

As we’re in LGBTQ+ History Month, digital health app Peppy advises this is a good opportunity for all employers to review their benefits to ensure LGBTQ+ employees have parity in terms of what benefits are offered, how these benefits are communicated, and the way in which they are accessed.

Kathy Abernethy, Chief Nursing Officer and director of menopause services, Peppy said: 

Employers should not make assumptions about who might utilise which employee benefits. Some employees are naturally more open than others about their personal circumstances when it comes to health and wellbeing matters, and so it is easier to cater for this group, but others should not be overlooked because they are more reserved: this doesn’t mean less support is required.

When employee benefits are offered to all without discrimination, all employees will feel welcome and included within the working environment and will receive the support they both need and deserve.

Kathy Abernethy, Chief Nursing Officer and director of menopause services, Peppy

Peppy highlights some high-growth areas of support where businesses may need to pay particular attention to ensure both the support and the communication is inclusive. 

Menopause

Support for menopause must be inclusively delivered to all, to appeal to women and to those who do not self-identify as female, all groups need to know what support is on offer so they can opt-in if necessary. In addition, every member of the workforce will benefit from understanding how a change in hormones can affect some employees, and by taking a broad approach to educating staff, all employees will understand how to support each other.

Urology

Similarly, urology support, traditionally aimed at men, should also be delivered to all employees. Peppy warns that if communication is selective to specific groups, some employees may not receive the support they require. Additionally, it benefits the whole workforce to understand more about men’s health and support needed.

Fertility

It isn’t just heterosexual couples considering starting a family that may face fertility issues. LGBTQ+ employees can often also face fertility problems and so employers need to ensure that any fertility support they offer has the capacity to cope with the complexities that LGBTQ+ employees face. This may include support for people going through donor insemination or surrogacy, as well as those experiencing alternative journeys to parenthood such as adoption and fostering.

Early parenthood

Parental support is an area where employers may need to reassess their employee benefits provision, as all too often it is worded around common genders when in fact, inclusive language would reach a wider number of employees and help create a smoother transition to becoming a new parent.

Kathy Abernethy, Chief Nursing Officer and director of menopause services, Peppy continued: 

Demonstrating a commitment to supporting its LGBTQ+ community can give an employer a competitive edge: where there is significant competition for employees, those employers who embrace diversity and inclusion will find themselves in a strong position to recruit the best people. In addition, a workplace culture can have a big impact on employees’ emotional wellbeing and when staff feel ‘at home’ within a company, they are much more likely to be productive and stay loyal.

When a business is diverse it is proven to be more creative and has a better understanding of its customers, both of which can lead to better financial performance. When employers are good to their people, it’s good for business too.

Joanne Swann, Content Manager, WorkWellPro
Editor at Workplace Wellbeing Professional | Website |  + posts

Joanne is the editor for Workplace Wellbeing Professional and has a keen interest in promoting the safety and wellbeing of the global workforce. After earning a bachelor's degree in English literature and media studies, she taught English in China and Vietnam for two years. Before joining Work Well Pro, Joanne worked as a marketing coordinator for luxury property, where her responsibilities included blog writing, photography, and video creation.

Share

Latest News

Latest Analysis

Related Articles

Patience Ogunbona: Why Introverted Leaders Are Burning Out in Workplaces Built for Extroverts

There is a version of leadership that gets rewarded in most organisations. It is loud, visible, and always on. It is the kind that gets promoted.

Half of Bereaved Employees ‘Managing Death Administration During Work Hours’

Half of UK employees who have lost a loved one are handling practical bereavement-related tasks during their working day, according to new research.

Top Usa Real Cash Casinos 2026 Verified By Experts

Discover the top USA real cash casinos verified by experts in 2026. Compare licensed online casinos offering generous bonuses, thousands of slots, live dealer games, and secure banking options for American players.

Why UK Players Are Flocking to Online Casinos Outside GamStop

UK players are increasingly choosing unregulated offshore casinos over GamStop-licensed sites to access bigger bonuses, faster payouts, and fewer gameplay restrictions like spin-speed limits. While these non-GamStop platforms offer greater freedom and higher welcome packages, they lack UK Gambling Commission protections, making operator reputation and licensing verification essential for safe play.
Previous article
Survey shows 8% drop in employee engagement since the pandemic
Next article
Paddy O’Neill: Are employers on their workers wavelength when it comes to flexible working arrangements?