Supporting Women's Health in the UK: Breaking Barriers in Workplaces and Healthcare

Women’s health in the UK is often underfunded and overlooked, resulting in disparities in healthcare access, delayed diagnoses, and inadequate workplace support. This article examines these challenges, compares international best practices, and explores key reforms to create a more equitable and supportive society.

Women’s health has historically been underfunded, under-researched, and underrepresented in policymaking, both globally and in the UK.

The gender health gap extends across various aspects of healthcare, including reproductive rights, maternity services, and menopause support, often leaving women to navigate systems that fail to accommodate their needs adequately.

Additionally, workplace policies across the UK often overlook the specific health challenges faced by women, from menstrual health to mental health. This article examines the current landscape of women’s health in the UK, explores international comparisons, and outlines strategies for breaking down barriers in both healthcare and the workplace.

The Gender Health Gap in the UK

Women in the UK continue to face significant disparities in healthcare access and outcomes. Studies indicate that women are more likely to be misdiagnosed or have their symptoms dismissed. For example, research by the British Heart Foundation found that women are 50% more likely than men to receive an incorrect initial diagnosis following a heart attack.

Similarly, conditions such as endometriosis take an average of eight years to diagnose in the UK, causing unnecessary suffering for thousands of women. The lack of research into female-specific conditions contributes to prolonged suffering and a healthcare system that remains inadequately prepared to address women’s needs effectively.

Workplace Policies and Women’s Health

Despite progress in workplace equality, many organisations still fail to accommodate women’s health needs adequately. Menstrual health, pregnancy, menopause, and mental health all play critical roles in women’s ability to perform in the workplace, yet many employers offer little to no support.

1. Menstrual and Reproductive Health

Many workplaces in the UK do not provide paid menstrual leave, unlike countries such as Spain and Japan, which have legislated menstrual leave policies.
Women with conditions like endometriosis or polycystic ovary syndrome (PCOS) often struggle with severe pain and symptoms that impact their ability to work.

2. Maternity and Parental Leave

The UK’s statutory maternity leave policy allows up to 52 weeks off, but statutory maternity pay is significantly lower than in other European countries such as Sweden, where parents receive 480 days of paid leave.
Shared parental leave remains underutilised due to cultural expectations and financial constraints.

3. Menopause Support

The menopause transition can have a severe impact on women’s work performance, with symptoms such as brain fog, fatigue, and anxiety leading many women to leave their jobs prematurely.
Unlike in some countries such as Australia, where menopause policies are being integrated into workplace legislation, the UK still lacks robust frameworks requiring employers to support menopausal employees.

International Comparisons

While the UK has made progress in recognising women’s health issues, some countries have implemented policies that go further in supporting women’s well-being:

Sweden: Offers one of the most generous parental leave schemes in the world, with both parents encouraged to take time off.
Japan: Has had legally mandated menstrual leave since 1947, allowing women time off for severe period pain.
Australia: Has introduced menopause workplace guidelines to help women remain in employment longer.

By learning from these approaches, the UK can better integrate comprehensive women’s health policies into both healthcare and workplace settings.

Strategies to Improve Women’s Health in the UK

1. Policy Reforms

Increase funding for research into female-specific health conditions, including endometriosis and heart disease
Implement clearer legal protections for menopausal women in the workplace
Enhance parental leave policies to ensure both men and women can share caregiving responsibilities equally.

2. Employer Initiatives

Introduce menstrual leave policies like those in Spain and Japan.
Provide menopause support programmes, including flexible working options and awareness training.
Promote mental health resources specifically tailored to the unique pressures that women face.

3. Cultural and Systemic Change

Encourage conversations around women’s health to destigmatise conditions such as menopause and menstrual pain.
Push for gender-sensitive medical training to ensure women’s symptoms are taken seriously.
Support advocacy groups that promote legislative change for women’s health rights.

Conclusion

Although the UK has made progress in addressing women’s health issues, significant gaps remain in both healthcare and workplace policies.

By implementing international best practices, prioritising research, and enacting stronger workplace protections, the UK can take meaningful steps toward ensuring that women receive the care and support they deserve.

Addressing these challenges is not only a matter of gender equality but also a crucial step in building a healthier and more productive society.

As we celebrate International Women’s Day this month, we have shared other articles that highlight the challenges and progress in achieving gender equality: