The benefits battleground for retaining female talent

Comprehensive life-stage benefits—from preconception to menopause—are the new competitive edge for recruiting and retaining female and family-focused talent.

In today’s tight labor market, HR and recruitment teams know that compensation alone no longer holds the line on retention. The new battleground is benefits. In fact, according to a study by Economist Impact, 70% of U.S. employees have reported switching jobs for better benefits, and 83% of those pursuing a family would leave for better coverage—and not your standard offerings like dental or a 401(k). With the evolution of women’s health and family-building benefits, employees are no longer viewing these as nice-to-have specialty offerings. They have become table stakes offerings that are expected as part of a company’s commitment to supporting the whole person, not just the worker. This means mental health benefits, childcare support, and, for women, supporting their entire health journey—from preconception through menopause.

While women drive 80% of health spending decisions, prioritizing their own care hasn’t typically been their focus, nor the focus of benefits plans. But that’s changing fast. With greater awareness of persistent health care gaps for women and increased availability of women’s health and family-building benefits, women are putting their own care front and center and expecting the same from their employers.

The growing expectations gap

Are employers meeting the health care needs of working women? It depends on who you ask. A study commissioned by Progyny highlights a clear disconnect: While most employers believe their benefits meet employee needs, far fewer women agree—especially those navigating fertility, postpartum care, or menopause.

This mismatch has real consequences. It impacts health outcomes and well-being and heightens retention challenges—leading to costly turnover, recruitment hurdles, and a loss of institutional knowledge. Research shows women, particularly millennials and Gen Z, often leave not because of pay but due to inadequate support during critical life transitions. Additionally, the share of working mothers ages 25 to 44 with young children has fallen nearly every month this year, to the lowest level in more than three years, according to research by a University of Kansas professor.

So, what are they looking for? A truly “whole woman” approach to care—one that supports them through every life stage, with integrated access to mental health and chronic care services. But support alone isn’t enough—it must be coordinated, accessible, and easy to navigate. Fragmented coverage that requires navigating multiple apps and programs isn’t just inconvenient—it adds stress, reduces engagement, and can push employees to leave.

This disconnect is especially pronounced among millennial and Gen Z women, who are both vocal about their expectations and central to the future of the workforce. Their influence is reshaping how benefits are evaluated and whether companies are seen as truly supportive or merely checking a box. These generations—spanning from recent grads to age 44 and forming the backbone of today’s workforce—research offerings early in their job searches and expect support that reflects their changing needs. For example, 73% want portable benefits, 65% prioritize paid time off, and 58% value flexible schedules, according to Georgetown University research. These generations seek alignment with personal values, well-being, and forward-thinking employers. Without comprehensive, user-friendly support, retention risks rise—nearly 70% plan to leave their jobs, especially when competitors offer benefits seen as more caring, inclusive, or well-coordinated.

Delivering impact: Health outcomes and business value

Meeting evolving needs is essential, but the true impact of women’s health benefits lies in the outcomes they deliver and the value they create. Not all solutions are created equal, and HR leaders must choose carefully. Many organizations still equate “support” with a digital tool or generic wellness programs that don’t span the full women’s health journey. Common gaps include incomplete fertility coverage, no menopause support, and minimal postpartum continuity—which too often is buried in generic employee assistance programs. Even when benefits exist, poor awareness, miscommunication, and fragmented administration prevent many women from fully accessing them.

When evaluating solutions for real impact, key areas to consider include:

Retention and engagement: Women stay with employers who invest in their long-term well-being. SHRM reports 60% of employees rate benefits as a top contributor to job satisfaction. Comprehensive, life stage–relevant benefits foster loyalty and engagement.
Lower health care and productivity costs: Effective fertility programs can reduce the high neonatal intensive care unit and postpartum costs associated with multiples births—twin births, for example, cost roughly four times more than single births. Comprehensive menopause support can lower costs tied to lost work time and medical expenses, estimated at $26.6 billion annually in the U.S.
Needs for all employees: Comprehensive benefits signal a clear message: All employees belong, regardless of health status or life phase. In a 2024 survey conducted by Progyny of more than 1,100 LGBTQ+ individuals, a significant 83% of respondents said they would consider leaving their employer for one that offered family-building benefits that were LGBTQ+ friendly.
Accountability and trust: Successful partnerships depend on transparency. Choose solutions that provide third party–validated outcomes. For instance, Progyny publishes results annually, with outcomes showing a faster path to conception, 21% fewer miscarriages, and healthier pregnancies and babies compared to national averages.

Crafting a benefits strategy that works

With so many factors to weigh, it can feel overwhelming for HR leaders to know where to begin. Here’s a starting point to keep the focus on impact and value:

Audit benefits across life stages: Map offerings against the full range of women’s health, from preconception, fertility, and pregnancy to postpartum and menopause, while looking for synergies in services that support every life stage, such as mental health and doula care. Identify gaps, underutilized resources, and mismatches with employee expectations. For example, a recent Progyny survey found that 83% of women value menopause coaching and treatment, yet only 12% feel their employer delivers it effectively.
Engage employees directly: Collect honest feedback through surveys, focus groups, and one-on-one sessions. Ask what would make a meaningful difference at every stage of their health journey. Remember to include men, who also need family-building and parenting support.
Choose comprehensive solutions backed by a dedicated care team: Prioritize comprehensive, coordinated models over standalone apps. Ensure employees can navigate their care seamlessly without juggling multiple vendors, jumping through hoops, or feeling unsupported. Make sure to inquire about the integrated approach to care and partnership along the journey that is critical for empowering employers and helping them make the right care decisions.
Demand transparency and validated outcomes: Require solutions partners to share outcomes and demonstrate they are committed to moving the needle on the outcomes that matter to you and your employees.

In today’s talent-driven landscape, prioritizing women’s health and family building through tailored support is a powerful way to foster retention and loyalty. Comprehensive, life stage–aligned benefits aren’t just thoughtful additions—they are transformative tools for driving engagement, healthier outcomes, and long-term success for both employees and the business.

When benefits are complete, coordinated, and data-driven, women employees notice, value, and rely on them—and organizations reap the rewards of a workforce that’s supported, committed, and thriving.

Note: This article was created by Progyny.