As I approach my 44th birthday next week, I find myself reflecting on a truth we don’t talk about nearly enough: women’s bodies are in a constant state of flux. From the first signs of menstruation through fertility, postpartum recovery, and eventually to perimenopause and menopause, these transitions are unrelenting. The body changes. The mind follows suit. And often, the world around us does little to prepare us—or support us—through these changes.
Just when you think you’ve finally got a grip on your health, your body shifts into a new phase, bringing with it new challenges, questions, and vulnerabilities. What’s more, these phases aren’t just physical—they’re deeply intertwined with mental health. Depression, anxiety, body dysmorphia, and worse can become unwelcome companions as we try to navigate this labyrinth of hormones and health, often without the information, providers, or community we need to feel normal.
But this isn’t a healthcare or medical advice piece. This is about something I think about every day: community and workplaces.
In my work, I spend much of my time focused on new postpartum moms—a topic close to my heart and central to the business I run and the book I wrote. But the reality is that women face unique healthcare and mental health challenges throughout their lives that impact not just their personal well-being, but also their professional lives. And workplaces, by and large, are failing to address this.
Women Are Struggling in Silence
Menstruation, fertility (and infertility), postpartum recovery, perimenopause, and menopause aren’t “women’s issues.” They’re human issues, and they profoundly impact the workplace. Women make up nearly half of the workforce, and their contributions are invaluable to organizations of all kinds. Yet so many women find themselves struggling in silence at work, unsure of how to navigate the challenges these life stages bring without fear of stigma or dismissal.
It’s not just about discomfort or inconvenience. The implications are serious: missed workdays due to severe PMS or menstrual pain, decreased productivity during perimenopausal brain fog, and even women dropping out of the workforce entirely because the support they need simply doesn’t exist.
Why This Matters to Employers
For employers, this isn’t just about doing the right thing—it’s also about the bottom line. Supporting women through all phases of their health benefits everyone. Here’s why:
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Retention and Recruitment
When women feel supported at work, they stay. They’re also more likely to recommend your workplace to others. Given how expensive turnover is, providing comprehensive healthcare support—physical and mental—just makes sense. -
Reduced Absenteeism
Women with access to proper healthcare and accommodations are less likely to miss work. Whether it’s flexible scheduling, mental health resources, or even just an understanding manager, small investments can lead to big savings in lost productivity. -
Increased Engagement and Loyalty
When women know their employer sees them as whole people—not just employees—they’re more engaged and loyal. This translates into better performance and stronger teams.
Moving Past “Mysterious Women’s Problems”
The problem is, many workplaces still see these issues as “mysterious women’s problems.” They’re uncomfortable talking about menstruation, much less menopause. But what if we shifted the narrative?
What if we recognized that these transitions are a natural part of life—not something to be fixed, hidden, or ashamed of? What if we made room for conversations, resources, and support systems that acknowledge these realities instead of pretending they don’t exist?
We’re not asking for special treatment. We’re asking for an understanding that being a woman means navigating these phases and that this navigation impacts every part of our lives, including our work.
Building a Community at Work
The solution isn’t just healthcare plans (though those are critical). It’s also about creating a culture where women feel seen, heard, and supported. Where managers are trained to understand these challenges. Where policies are inclusive of life’s inevitable transitions. And where women aren’t left to wander and wonder, trying to piece together the resources they need on their own.
As I look ahead to this next phase of my life, I want to challenge employers—and all of us—to stop treating women’s health as a taboo topic. Let’s normalize the conversation. Let’s build workplaces that don’t just tolerate women but actively support them through every stage of life.
Because when we do, we don’t just help women—we help businesses, families, and communities thrive. And that’s a birthday wish worth making.
Sarah Wells is the author of Go Ask Your Mothers: One Simple Step for Managers to Support Working Moms for Team Success, and CEO & founder of a mission-driven brand empowering parents and woman-owned small businesses. Connect with Sarah through Substack, or via LinkedIn!
