Jasmine was drowning. She juggled client deadlines, back-to-back meetings, and caregiving for her ageing mother all while pretending everything was fine.

Her manager, Luis, noticed something was off. Instead of brushing it aside, he asked a simple but powerful question: “How are you really doing?”

That moment changed everything.

Luis didn’t have all the answers, but he listened. He encouraged Jasmine to adjust her hours, use the company’s wellbeing resources, and take real breaks. For the first time in months, she exhaled. She started sleeping again. Her focus came back. So did her confidence.

Stories like Jasmine’s are still the exception - not the rule.

Fifty-one percent of working women report daily stress. Forty-two percent say their job negatively impacts their mental health. And only 17% of employees say wellbeing is deeply rooted in their company culture.

But when managers take action, even small steps, the impact is huge.

Discover how managers can be the turning point in someone’s career (and health), and unlock the strategies that help women not just stay but thrive.

Why Women’s Wellbeing at Work is Distinct

Women Are Burning Out Faster and Leaving Because of It

Burnout isn’t evenly distributed. And the gap is widening.

Forty-two percent of women report feeling burnt out, compared to 35% of men, according to Lean In’s Women in the Workplace research. Even more concerning, research from the Public Affairs Council shows the burnout gap between men and women has more than doubled since 2019.

This isn’t just about feeling tired. One in three women has considered downshifting their career or leaving the workforce entirely due to burnout, according to Lean In. When women exit, organisations lose experience, leadership potential, and institutional knowledge often without realising burnout was the trigger.

Work Stress Is Actively Undermining Women’s Mental Health

For many women, work isn’t just stressful it’s a driver of declining mental health.

According to Wellhub’s State of Work-Life Wellness 2025 report, 47% of employees say work stress is degrading their mental wellbeing. The impact is even more pronounced for younger women. The World Economic Forum reports that 54% of Gen Z women and 49% of Millennial women cite work as a primary source of stress.

And yet, support isn’t keeping pace. Only about half of women believe their employer provides adequate mental health support, according to Wellhub research. That gap between need and support is where disengagement and eventual exit begins.

Caregiving: The Invisible Load Managers Often Miss

The Second Job Many Women Are Working

Caregiving doesn’t clock out when the workday starts.

According to Gallup, 17% of women manage personal or family responsibilities at work daily or several times a day, compared to 11% of men. At the same time, HomeThrive reports that women caregivers spend an average of 22 hours per week on caregiving activities the equivalent of a part-time job layered on top of full-time work.

That pressure forces difficult choices. Forty-three percent of highly qualified women with children leave their careers or take extended breaks, compared to 24% of men, according to HomeThrive. These exits aren’t about lack of ambition. They’re about unsustainable expectations.

Caregiving Comes With Career and Health Penalties

The long-term costs are steep.

Women who spend 20 or more hours per week caregiving experience a 50% lower promotion rate than peers without caregiving responsibilities, according to HomeThrive. Over a lifetime, caregiving-related career disruptions cost women an estimated $324,044 in lost wages and Social Security benefits.

The toll isn’t just financial. Fifty-four percent of female caregivers report declining health, compared to 38% of male caregivers. When managers fail to recognise caregiving realities, women pay the price with both career momentum and wellbeing.

Menopause: A Workplace Reality Hiding in Plain Sight

A Fifth of the Workforce Is Affected

Menopause isn’t a niche issue. It’s a workforce reality.

According to WebMD Health Services, women aged 45 to 64, the prime menopause years, make up approximately 20% of the workforce. And yet, support remains rare, even though 69% of women believe employers have a responsibility to provide menopause support, according to Health Action.

For managers, silence often isn’t neutral. It’s harmful.

Stigma Forces Women to Struggle Quietly

The consequences of ignoring menopause show up at work.

Thirty-seven percent of women say menopause symptoms have negatively impacted their job, and 72% hide their symptoms at work due to stigma, according to Catalyst. When women feel they must suffer in silence, productivity, confidence, and engagement all take a hit.

Support makes a difference. Fifty-eight percent of women report improved work performance when menopause support is available, also according to Catalyst. Even small adjustments flexibility, temperature control, or understanding can change outcomes dramatically.

Flexibility: When Policy Exists but Practise Doesn’t

The Flexibility Mismatch Women Face

Flexibility is one of the most requested workplace supports and one of the most unevenly experienced.

According to Wellable, 36% of full-time women experience a mismatch between their preferred work arrangement and their actual setup, compared to 29% of men. Across the workforce, 39% of employees say they are not working in their preferred environment, based on Wellhub’s State of Work-Life Wellness 2026 study.

That mismatch erodes trust. It also fuels burnout.

Why Flexibility Directly Impacts Wellbeing

Limited flexibility isn’t just inconvenient. It’s exhausting.

According to Wellhub’s State of Work-Life Wellness 2026 study, 27% of employees cite limited flexibility as a major contributor to burnout. Research from Gallup shows women consistently report that remote and flexible work arrangements improve focus, productivity, and overall wellbeing.

When flexibility exists on paper but not in practise, employees notice and disengage.

What Managers Can Do to Support Women’s Wellbeing

Normalise Conversations About Wellbeing

Managers don’t need to be therapists. But they do need to be human.

Research from Generation USA shows that manager-led openness reduces stigma around mental health, while FitOn Health highlights that regular one-on-one check-ins give employees a safe space to raise challenges before they escalate. A simple “How are you really doing?” can open the door to meaningful support.

Make Flexibility Safe to Use

Flexibility only works when employees feel permission to use it.

According to NFP, flexible work arrangements reduce burnout and improve engagement when managers actively support them. Wellable emphasises that managers must address bias around who is perceived as “committed” or “ambitious” when using flexibility especially women and caregivers.

Support Caregivers Without Career Penalties

Caregiving is now mainstream, not exceptional.

According to Guardian Life, 43% of full-time workers juggle caregiving responsibilities, representing a 13% increase in recent years. Managers play a critical role by avoiding assumptions about availability or ambition during performance and promotion decisions.

Supporting caregivers isn’t favoritism. It’s fairness.

Connect Women to Comprehensive Wellbeing Resources

Employees expect support and performance improves when they receive it.

According to Wellhub’s State of Work-Life Wellness 2026 study, 81% of workers believe employers have a responsibility to support wellbeing, and 86% say wellbeing is as important as salary. The business impact is clear: 89% of employees say prioritizing wellbeing improves their performance at work, also according to Wellhub.

Measure What Women Actually Experience

Access alone isn’t enough. Utilisation and perception matter.

According to Wellhub, 79% of employees with access to wellness programmes actively use them. Employees with wellness programmes are also more likely to feel adequately compensated (84% versus 61%) and believe HR genuinely cares (79% versus 45%), based on Wellhub research.

What gets measured gets improved especially when managers are part of the feedback loop.

Supporting Women’s Wellbeing With Employee Wellbeing Programmes

Managers shape culture. Wellbeing programmes scale support.

Wellhub members are significantly more likely to report thriving wellbeing than non-members. When supportive management practices are paired with comprehensive wellbeing programmes, women get the flexibility, care, and resources they need without sacrificing their careers.

Speak with a Wellhub wellbeing specialist to learn how your organisation can support women’s wellbeing at every stage of work and life.