With healthcare costs projected to rise by up to 8% year-over-year in 2025, employers are under immense pressure to manage spend—without compromising employee well-being. This often leads to tough decisions: Where can you cut costs without cutting corners?
Start by rethinking your approach to women’s health.
Why women’s health is the key to lowering healthcare costs
Women between the ages of 25 and 54 represent 65% of today’s workforce, yet many still struggle to access the expert guidance and specialized care they need. This gap in care leads to avoidable complications, delayed interventions, and higher long-term costs. When organizations fail to address these unique health needs, they end up carrying the burden of more complex, higher-cost claims across their population.
Now, imagine a benefits strategy that proactively addresses these realities:
Investing in a comprehensive women’s health program not only improves outcomes for employees—it also reduces financial risk through targeted, integrated care.
A smarter model: whole-person, whole-journey care
A modern women’s health strategy spans the entire continuum of care, from preconception to menopause. Each stage presents an opportunity for early intervention, care coordination, and cost containment—while simultaneously improving health outcomes and employee experience.
1. Preconception and fertility Support
Healthier pregnancies start before conception. By offering access to preconception education, lifestyle support (from nutrition to mental and financial health), and fertility care, employers can meaningfully reduce maternity risks and costs. When fertility benefits are designed with clinical rigor—prioritizing quality over quantity—they reduce costly complications like multiple births and NICU stays. The result? Employees get pregnant faster and have healthier, full-term pregnancies.
2. Maternity and postpartum care
Comprehensive maternity benefits—including prenatal care, mental health services, doula support, and lactation counseling—are essential. Not only do they enhance maternal and infant health, but they also help reduce avoidable complications like preterm birth, which are among the costliest claims employers face.
3. Chronic condition management
Women are disproportionately affected by chronic conditions such as autoimmune diseases, depression, and anxiety—conditions that can be amplified during major reproductive health transitions like having a baby, experiencing infertility, or going through menopause. By embedding programs such as pelvic floor therapy, behavioral health support, and lifestyle coaching into your women’s health benefits, you create a proactive system that catches and treats issues early—before they become high-cost emergencies.
4. Menopause care
Every woman will experience menopause, yet few receive the support they need. An estimated 6,000 women enter menopause daily in the U.S., many of whom see multiple specialists without relief—driving up healthcare spend and workplace disruption. In fact, according to recent data, 59% of women experiencing menopause report missing work due to symptoms while an estimated $1.8 billion in work time is lost annually. On the other hand, when women are supported with a proactive approach to menopause, including early intervention, access to trained specialists, and holistic symptom management, the impact is significant. Not only is their quality of life improved, enabling them to remain engaged and productive during a time of
The bottom line: Invest in what works
A comprehensive women’s health benefit is more than a perk—it’s a cost-containment strategy that works.
From preconception to menopause, every health milestone is a chance to:
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Mitigate risk
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Improve clinical outcomes
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Reduce overall spend
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Foster loyalty and retention among your workforce
As healthcare costs climb, employers who invest in integrated, evidence-based women’s health solutions will be better equipped to deliver on both their financial and cultural goals. Empower your employees. Protect your bottom line. Do both—with proactive women’s health benefits that work.
