“If I was to choose between two businesses and one said, ‘We've got great care for women's health,’ I would choose the business that had that,” says Davina McCall, TV presenter and menopause advocate. And as the unprecedented number of women leaving their roles attests, she isn’t the only one. Many women have already prepared their wills and savings should the worst happen, but most of the time, these cash savings aren’t enough to cover the full cost of long-term illness.Employee benefits can play a critical role in supporting mental, physical and financial health—but which ones are best at supporting women in the workplace? Here are three to consider. 1) Group Income Protection Recently, there’s been a significant rise in women investing in income cover. Group income protection (GIP) pays a proportion of an employees’ monthly salary to keep their finances in check when they are unable to work due to illness or injury. It also provides rehabilitation support services to help get them back on their feet and back to work—quickly and safely. Why does Income Protection matter more to women?Studies have shown us that women are more affected by the cost of living crisis, and are closer to the breadline if they lose their income. On average, women are able sustain living costs for just 14 days compared to the average male that can cover costs for 28 days. In addition to this, it was found that 78% of women view the cost of living crisis as a ‘constant source of worry’. Because women are statistically in roles more vulnerable to loss during financially uncertain times, offering income protection as part of your employee benefits insurance can provide a crucial lifeline for this demographic. 2) Physical and mental health supportNHS appointment wait times taking up to 10 days is just one example of how employee benefits can plug an emerging gap in mental and physical health support. And with many women playing a primary childcare role, healthcare provision can ease both time spent sourcing medical advice for dependents, and the worries associated with it. Often included as part of a package of childcare benefits for employees, an Employee Assistance Programme (EAP) and 24/7 virtual GP services can give women and their families the support they need, exactly when they need it. The digital convenience and clinical expertise of an app can ensure that help is both easy to find, and access. 3) Targeted support for women experiencing menopauseNine in 10 women feel menopause is negatively affecting their lives at work. Menopause is a major, female-specific condition that is often stigmatised and ignored in the workplace. Yet, it significantly impacts productivity and wellbeing of many women at work when there isn’t enough support to help them manage symptoms.There are a range of psychological effects that come along with menopause, including: mood swings, anxiety, forgetfulness, and more. And when your people aren’t operating at 100%, your business feels the effects. Digital products such as Stella—a partner with YuLife—can be a valuable benefit to make accessible to your workforce. Its personalised menopause symptom management programmes are easily accessible—for YuLife partners, through the YuLife employee app.Stella offers a series of resources and benefits that include: Easy access to advice and resources through the YuLife app,12-week personalised plans to drive lifestyle change,Expert care teams employees can talk to,Support with diet and in managing symptoms,Habit tracking to identify trends and drive meaningful change,Community support including online events,Support for specific symptoms including sleep, mood, low sex drive, hot flushes, night sweats, leaks, weight gain and more.Speak to our expert support team at YuLife to improve support for women in your workplace.