WOMEN’S HEALTH: A STRATEGIC PRIORITY FOR PEOS

Comprehensive women’s health benefits are increasingly viewed as essential components of a competitive benefits strategy. This is particularly important for PEOs and their client organizations seeking to attract and retain talent, improve employee satisfaction, and foster a healthier workforce.

WHY IT’S IMPORTANT TO ADDRESS WOMEN’S HEALTH

Women comprise nearly half of the U.S. labor force,¹ making comprehensive women’s health benefits a critical factor in attracting and keeping women in the workforce. Women are also considered the chief medical officers for their households, making 80% of health care decisions for their families and loved ones.² Despite their impact on health care decision-making, women face barriers when trying to access high quality, personalized and convenient care that meets their unique health needs.

Women’s health services are among the most frequently skipped types of care, yet they are also among the most likely to be rescheduled and completed later, according to data from the Truist 2025 annual consumer survey.³ This suggests that while barriers exist, women continue to value these services and make efforts to access them when possible. Additionally, according to a recent KFF Women’s Health Survey,⁴ half of women report having an ongoing health condition that needs to be monitored regularly or for which they need regular care or medication.

UNDERSTANDING THE EVOLVING HEALTH CARE NEEDS OF WOMEN

Women experience health care needs for conditions specific to women, like endometriosis, pregnancy and menopause. While some conditions exclusive to women drive up health care costs, conditions that impact women disproportionately or differently than men also have a financial impact. Among these conditions are cardiovascular disease, diabetes, autoimmune diseases, some mental health disorders such as anxiety and depression, and metabolic conditions.

As the population of women in the workforce continues to grow and evolve to include more older women, employers will need to provide comprehensive benefits that address the needs of women throughout their life stages. The risk of heart disease, breast cancer and osteoporosis increases substantially as women reach menopause.

INSIGHTS ON THE STATE OF WOMEN’S HEALTH IN THE WORKPLACE

An October 2025 study of employer health benefits decision makers, commissioned by CVS Health® and conducted by Forrester Consulting, revealed that companies are reimagining women’s health benefits to better help their employees on their health and wellness journeys.

• 85% of benefits leaders believe a holistic approach to health benefits enables women to prioritize their health and the health of their families.
• 83% expect their organization to place a greater emphasis on women’s unique mental health and well-being in the future.
• 81% believe that providing health benefits that address the unique health care needs of women will be standard practice within the next five years.
• 71% of benefits decision makers recognize the importance of providing comprehensive health benefits to attract and retain women talent. The same percentage are looking for benefit experts to help them shape women’s health benefits now and in the future.
• 69% of respondents place importance on providing more convenient access to health care services via telehealth, geographically accessible clinics and prescription delivery.

COST OF CARE AND ACCESSIBILITY AFFECT WOMEN

While awareness is growing, gaps in care continue to exist. Recent Deloitte data indicates the top reasons for these gaps are due to affordability and access challenges.

Affordability: Women are more likely to skip care due to cost. Women spend 18-20% more⁵ on out-of-pocket costs based on their covered benefits than men, even after excluding maternity expenses.

Access: Women are 50% more⁶ likely than men to report skipping care due to a long wait time and are twice as likely to miss a health care appointment due to a transportation issue.

Deloitte also found that the types of health care services that women are skipping or delaying due to cost are those for acute illnesses, preventive care and women’s health issues.

“Employers play a crucial role in supporting women’s health care needs and addressing gaps in health care,” said Dr. Joanne Armstrong, Vice President and Chief Medical Officer, Women’s Health, CVS Health. “By offering comprehensive and holistic health care benefits that consider the unique physical, social and economic conditions of women, employers can actively support women’s health at every stage of their lives.”

HOLISTIC APPROACHES TO WOMEN’S HEALTH

Surveyed benefits leaders emphasize that supporting women’s health is about creating a comprehensive environment that supports overall well-being, satisfaction, and productivity. And employers are increasingly adopting a holistic, experience-driven approach to women’s health.

CVS Health approaches women’s health focused on:

• Creating solutions that address gaps in holistic women’s health
• Prioritizing access, affordability and convenience across all offerings
• Empowering women, their employers and providers with education and resources to improve health outcomes

THE BUSINESS CASE FOR FOCUSING ON WOMEN’S HEALTH BENEFITS

Employers recognize that offering comprehensive women’s health benefits is critical to attracting and retaining talent, especially women. PEOs can improve health care affordability and access for women by working with health benefits carriers to address coverage for health issues beyond fertility and childbirth.

Some areas where PEOs can focus on women’s health benefits include:

• Menopause support and education at work and access to virtual and in-person menopause care with trained providers.
• Mental health benefits and support for all life stages. Women face distinct and often more prevalent mental health challenges, including around caregiving, financial strain, and life-stage transitions, highlighting the need for accessible, personalized support.
• Coverage and support for health conditions that affect women in unique ways — chronic, cardiovascular, autoimmune, cancer, reproductive and hormonal health and more.

By improving education and access to tailored support, PEOs can ensure women’s health remains a strategic priority. A holistic approach that addresses awareness, access, and inclusivity will be essential for meeting the evolving needs of today’s workforce.

REFERENCES
1. U.S. Bureau of Labor Statistics and U.S. Census Bureau. Current Population Survey (CPS) basic monthly data, January 1990-February 2025.
2. National Library of Medicine, Women as health care decision-makers; implications for health care coverage in the United States
3. “HCIT 2025 Annual Consumer Survey: Interesting Insights Into Behaviors, Preferences, & Needs.” Truist. October 2, 2025.
4. Women’s Experiences with Preventive and Health Care Services: Findings from the 2024 KFF Women’s Health Survey
5. Deloitte, Closing the cost gap: Strategies to advance women’s health equity https://www.deloitte.com/us/en/Industries/life-sciences-health-care/articles/womens-health-equity-disparities.html
6. Deloitte, What’s causing US women to skip or delay medical care? https://www.deloitte.com/us/en/insights/industry/health-care/why-women-skip-or-delay-health-care.html