Psychologist Reveals Why Women Struggle to Talk About Health Issues at Work – and What Employers Can Do to Help

Women’s health is still a taboo subject in many workplaces - and it’s holding employees back. According to an award-winning psychologist Dr. Lalitaa Suglani, speaking exclusively to Office Freedom, stigma, fear of judgment, and lack of psychological safety are among the key reasons many women feel unable to speak up about health issues like endometriosis, menstrual pain, or fertility challenges.

“There’s still a lingering stigma around women’s health issues, especially those linked to menstrual health, fertility, or chronic conditions like endometriosis,” Dr. Lalitaa explains. “Many women worry they’ll be seen as ‘less capable’ or ‘unreliable’ if they disclose what they’re going through.”

This pressure to remain silent - often combined with a drive to “push through” pain - creates a significant barrier to accessing necessary support and adjustments.

How to Talk About a Health Condition at Work Without Oversharing

Dr. Lalitaa shares practical advice for anyone struggling to open up about a health condition in the workplace:

• Plan ahead: Focus on how your condition affects your ability to work, rather than going into medical detail. Be clear about what adjustments might help you stay productive.
• Pick the right moment: Choose a private and calm time to speak, avoiding high-pressure or chaotic situations.
• Collaborate: Frame the conversation as a team effort. For example: “I’d like to discuss a health condition and explore any adjustments that would help me continue performing at my best.”
• Protect your boundaries: You don’t need to share everything. Provide only what’s necessary to get the support you need while keeping your privacy intact.

What a Supportive Employer Should Do When an Employee Opens Up

“The most important first step is to simply listen without judgement,” says Dr. Lalitaa. “Employers should create a space that feels safe, respectful, and validating.”

“By responding with compassion and understanding, employers not only support the individual - they also foster a workplace culture that boosts engagement, morale, and long-term productivity.”

“Supporting employee wellbeing isn’t just the right thing to do, it’s a smart business decision.”

Simple Yet Effective Adjustments That Can Make a Big Difference

Employers don’t need to completely overhaul policies to make a real impact. Reasonable adjustments for women’s health issues can include:

• Flexible hours or remote work during flare-ups
• Extra breaks when needed
• Quiet spaces for rest or recovery
• Adjusted workloads or deadlines during challenging periods
• Paid or extended leave for medical appointments
• Inclusive HR policies that explicitly address women’s health needs

“These aren’t just nice-to-haves - they help build trust and loyalty, and create a more inclusive environment where employees feel valued and respected,” Dr. Lalitaa concludes.

When women feel safe to speak up, and employers know how to respond with empathy and action, everyone benefits.