Women’s health in 2026: A strategic imperative for plan sponsors

As women’s health takes center stage in national policy and workplace strategy, 2026 will mark a turning point for plan sponsors. From expanded preventive care mandates to rising demand for fertility, menopause, and maternal health benefits, employers and health plans must evolve to meet the needs of a diverse and multigenerational workforce.

This article explores five key trends in women’s health that plan sponsors should prepare for in the coming year.

1. ACA expands coverage requirements for women's preventive services

Affordability continues to be a priority for women, who report higher concern about premiums, deductibles and drug costs, compared to men. Starting in 2026, new federal guidelines under the Affordable Care Act (ACA) will require health plans to cover additional women’s preventive services at no cost to participants. These include:

• Expanded breast cancer screening: Coverage of follow-up imaging (MRI, ultrasound) and pathology after initial mammograms
• Intimate partner violence screening: Ongoing intervention services, not just initial referrals
• Patient navigation services: Personalized support for breast and cervical cancer screenings. According to research conducted by the Evernorth Research Institute, women influence 80% of health care spending and act as household health decision-makers.

What plan sponsors can do:

• Confirm with carriers or TPAs that these services will be implemented
• Budget for increased utilization and imaging costs
• Educate employees about new benefits and early detection
• Expect more personalized navigation tools and decision-support platforms targeting women.
• Explore value-based care models, cost transparency tools and financial wellness programs

2. Fertility benefits become table stakes

Fertility benefits are no longer niche — they’re a strategic advantage. This is especially true when considering 32% of commercially-insured women in a survey conducted by the Research Institute expect infertility benefits from their employers. In 2026, expect continued growth in coverage for:

• IVF and egg freezing
• LGBTQ+ family-building pathways
• Adoption and surrogacy support
• Pregnancy loss and bereavement leave 

What plan sponsors can do:

• Evaluate vendors offering full-spectrum fertility solutions
• Ensure benefits are inclusive and culturally competent
• Track retention and engagement metrics tied to family-building support

3. Menopause support and midlife care gain momentum

Menopause support is emerging as a critical workplace benefit. Research shows 1 in 10 women leave jobs due to unmanaged menopause symptoms, and employers are responding with:

• Access to menopause specialists
• Mental health and nutrition support
• Expanded hormone therapy coverage, aligning with the FDA’s recent removal of the black box warning on HRT to reduce fear and improve access for women.

When asked about midlife health offerings, 44% of commercially-insured women surveyed by the Research Institute expect benefits and coverage for menopause-related concerns. 

What plan sponsors can do:

• Include menopause care in health plan design
• Offer digital tools and coaching for symptom management
• Normalize conversations around midlife health in the workplace, ensure appropriate care is accessible and members are aware of it

4. Maternal health and postpartum support are expanding

Employers are increasingly offering comprehensive maternal health benefits, especially when 46% of commercially-insured women surveyed by the Research Institute actively seek out competitive parental leave. This includes:

• High-risk pregnancy support
• Doula services and lactation counseling
• Postpartum mental health care
• Paid parental leave and flexible return-to-work options 

What plan sponsors can do:

• Partner with vendors offering integrated maternal care
• Address gaps in postpartum support and mental health
• Ensure benefits are accessible across geographies and income levels

5. Inclusive benefit design drives equity and engagement

Women face unique challenges in health care affordability and access. 78% of commercially-insured women surveyed by the Research Institute struggle to know where to go for specific health needs. Moreover, 91% of women want expanded women-specific health offerings; 52% fear reductions of these offerings in the future. In 2026, inclusive benefit design will be essential to:

• Close gender gaps in care
• Support low-income and part-time workers
• Address racial and geographic disparities in women’s health 

What plan sponsors can do:

• Use data to identify gaps in utilization and outcomes
• Offer modular benefits that reflect life stage and identity
• Invest in inclusive health coverage, culturally competent care and digital navigation tools

Conclusion

Women’s health is no longer a “nice to have” — it’s a strategic imperative. In 2026, plan sponsors must move beyond compliance to deliver meaningful, inclusive, and impactful benefits that support women across all life stages. By doing so, employers and health plans can drive better outcomes, improve retention, and build a healthier, more resilient workforce.

This article was created with the assistance of AI tools. It was reviewed, edited, and fact-checked by Evernorth’s editorial team and subject matter experts.