For too long, certain health topics have lingered in the shadows of workplace conversations—unspoken but deeply felt. Menstrual health. Fertility struggles. Menopause. Miscarriages. These are not just private issues; they are human experiences that affect performance, engagement, and mental well-being.
As workplaces evolve to be more inclusive, compassionate, and equitable, it’s time we talk about the employee benefits that truly support every stage of life—yes, even the messy, complicated, and historically taboo parts.
Why Are These Topics Still Taboo?
Periods, IVF, and baby loss aren’t exactly watercooler talk. The discomfort around these topics isn’t surprising—it’s cultural. Generations of workplace norms have taught us to be stoic, to leave “personal stuff” at the door. But what happens when that personal stuff is hormonal pain so intense you can’t think straight? Or the crushing emotional and financial toll of trying to conceive—often without adequate employee benefits to support you?
Ignoring these realities doesn’t make them disappear—it isolates employees, especially women and gender-diverse people, and creates workplaces that aren’t fully supportive.
Menstrual Leave: More Than Just a Day Off
The idea of menstrual leave has sparked global debate. Some call it a progressive step toward recognizing biological differences; others worry it reinforces gender stereotypes. But here’s the truth: for many people, periods come with debilitating symptoms—migraines, fatigue, nausea, endometriosis flares—that aren’t manageable with a smile and a heating pad under the desk. Including menstrual leave in employee benefits is not about special treatment—it’s about acknowledging real health needs and fostering a truly inclusive workplace.
Companies in countries like Japan, Indonesia, and Spain already offer menstrual leave. Now, a growing number of businesses elsewhere are beginning to follow suit, not out of obligation, but out of empathy and respect. And no, it’s not about giving “extra” leave—it’s about giving appropriate leave.
Fertility Coverage: A Lifeline for Many
Fertility struggles affect 1 in 6 people worldwide. Yet, access to fertility care is wildly unequal. IVF, egg freezing, and surrogacy support are often financially out of reach for most families.
When companies offer fertility benefits, they’re not just checking a DEI box. They’re showing they care about employees’ hopes and heartbreaks. They’re helping people build families—on their terms. And they acknowledge that the road to parenthood doesn’t look the same for everyone. These inclusive employee benefits send a powerful message of support and understanding.
It’s also a powerful retention tool. Employees who feel seen, supported, and valued tend to stay.
Miscarriage, Baby Loss & Bereavement Leave: Saying the Unsayable
Miscarriage is heartbreakingly common—and heartbreakingly lonely. Many people return to workdays later, expected to “move on” as if nothing happened.
Progressive companies are starting to offer employee benefits like pregnancy loss leave and bereavement support for miscarriages, stillbirths, and failed IVF rounds. These policies offer time, space, and dignity for grief. But more than that, they send a message: your pain matters, and you don’t have to pretend you’re okay.
It’s Time to Break the Silence
These aren’t just “women’s issues.” They’re human issues. They affect coworkers, managers, partners, and friends. When companies lead with empathy—by offering benefits that acknowledge biological, emotional, and reproductive realities—they create cultures of trust and belonging.
Talking about these topics might feel uncomfortable at first. But staying silent isn’t neutral—it’s harmful.
Let’s normalize menstrual leave. Let’s offer fertility coverage without shame. Let’s grieve openly when we need to. And let’s remember compassion is a benefit everyone can get behind.
Conclusion: Where Do We Go from Here?
If you’re an HR leader, decision-maker, or culture champion, start the conversation. Survey your team. Reassess your policies. Look at what your competitors—and the world—are doing. Above all, listen with empathy.
Employee benefits should reflect real life—not just what’s convenient to talk about.
Because when we take care of the whole person, everyone wins.
