Supporting Women’s Occupational Hygiene and Workplace Safety 

Women are an integral part of every workforce. In South Africa, they represent over 45% of the labour market. Yet, workplaces often fall short in recognising and accommodating the distinct health needs of female employees. From reproductive health and mental wellness to ergonomics, women’s health deserves tailored attention in occupational environments. 

Creating supportive workplaces is not just a moral imperative; it is a strategic one.  

Healthy employees are more productive, engaged, and loyal. This article explores how South African employers can better support women’s health by addressing unique biological, psychological, and social realities –  in line with guidelines from the World Health Organization (WHO), the International Labour Organization (ILO), and local South African legal frameworks. 

Reproductive Health: Beyond Maternity Leave

Understanding the Spectrum of Needs 

Reproductive health extends far beyond pregnancy and maternity leave. It encompasses menstrual health, fertility challenges, menopause, and conditions such as endometriosis and polycystic ovary syndrome (PCOS). These issues can significantly affect concentration, energy levels, and attendance. 

The South African Context 

While South African labour law (notably the Basic Conditions of Employment Act) mandates maternity leave and protection against discrimination, many employers do not offer additional support like menstrual leave or flexible scheduling during menopause. Globally, countries like Japan and Indonesia have normalised menstrual leave – an area where South African businesses could lead progressive change. 

Workplace Interventions 

• Menstrual Health Support: Providing access to sanitary products and private, hygienic restrooms. 

• Flexible Work Options: Especially during menstruation, fertility treatments, or menopause. 

• Training for Managers: To sensitively handle reproductive health discussions and normalise accommodations. 

Mental Health: A Silent Struggle

Gender-Specific Mental Health Challenges 

According to the WHO, women are twice as likely as men to suffer from depression and anxiety disorders, often exacerbated by workplace stress, caregiving responsibilities, and societal expectations. Mental health is also influenced by harassment, gender bias, and unequal pay. 

Data and Trends in South Africa 

A 2023 report by SADAG (South African Depression and Anxiety Group) highlighted that nearly 1 in 4 women in South African workplaces face burnout, with limited access to psychological support. Moreover, stigma remains a major barrier to seeking help. 

Solutions That Work 

• Employee Assistance Programs (EAPs): Offering confidential counselling and mental health days. 

• Mental Health Literacy: Conduct workshops that educate on stress management, self-care, and support networks. 

• Inclusive Policy Making: Include mental wellness in Occupational Health & Safety (OHS) programs, aligned with ILO Convention No. 190 against workplace violence and harassment. 

Ergonomics: Designing for the Female Body

One Size Does Not Fit All 

Historically, workspaces have been designed with male physiology in mind. But women, on average, are shorter, have different shoulder and hip widths, and may carry weight differently. Poor ergonomics can lead to musculoskeletal disorders, back pain, and chronic fatigue. 

Workplace Applications 

• Ergonomic Equipment: Adjustable desks and chairs tailored to individual needs. 

• Proper PPE Fit: Ensuring safety gear fits women properly – a persistent issue in industries like mining and construction. 

• Pregnancy Adjustments: Reducing exposure to harmful substances, minimising prolonged standing, and ensuring adequate ventilation. 

Addressing Gender-Based Harassment

The Hidden Health Toll 

Workplace harassment can have profound effects on women’s mental and physical health. It leads to absenteeism, low self-esteem, and even post-traumatic stress disorder (PTSD). The ILO recognizes this through the global call to eliminate violence and harassment in the workplace. 

South African Law and Gaps 

South Africa’s Employment Equity Act and the Code of Good Practice on the Prevention and Elimination of Harassment provide legal recourse. Yet, enforcement and awareness are often weak. 

Prevention is Better Than Cure 

• Zero-Tolerance Policies: Clearly articulated and widely communicated. 

• Anonymous Reporting Mechanisms: Empower employees to speak up without fear. 

• Support for Victims: Trauma counselling and medical support as part of the EAP. 

Workplace Culture and Leadership

Role of Leaders 

A culture of inclusion and empathy starts at the top. Leaders must walk the talk in promoting gender-sensitive health policies and open dialogue. 

Company-Wide Benefits 

Organisations with inclusive health policies often see: 

• Reduced absenteeism 

• Improved morale 

• Higher employee retention 

• A stronger employer brand 

According to the WHO, every $1 invested in mental health at work yields a $4 return in improved health and productivity. 

Policy Recommendations for Employers

• Conduct Gendered Health Risk Assessments: Identify specific risks that women may face in different roles. 

• Develop Women’s Health Policies: Go beyond compliance; aim for care. 

• Create Health Champions: Appoint peer leaders trained in mental health first aid and reproductive awareness. 

• Regularly Evaluate Impact: Use KPIs like absenteeism rates, EAP usage, and employee feedback. 

Leverage National and Global Resources

• WHO and ILO Guidelines: Offer best practices and toolkits for gender-sensitive workplaces. 

• South African Department of Labour: Provides templates and legal support for implementing health policies. 

• Non-profits like SADAG and SWEAT: Offer workplace training and support services. 

Real-World Examples

• Company A: A Cape Town tech firm introduced a menstrual leave policy and saw a 20% drop in sick day requests from female staff. 

• Company B: A Durban manufacturer trained line managers in menopause awareness, boosting female leadership retention by 15%. 

• Company C: An international NGO in Johannesburg embedded psychological resilience workshops in an onboarding program, improving mental health scores among new hires. 

Moving Forward: The Apex Commitment

At Apex Environmental, we believe every workplace should be a space where women feel seen, heard, and supported. We’re committed to driving this change — not just through compliance, but compassion. 

Through tailored programs, inclusive assessments, and ongoing dialogue, we empower organisations to prioritise women’s health as a pillar of workplace wellness. 

Explore more in our blog library for expert articles, guides, and case studies on fostering holistic health at work. 

Supporting women’s health in the workplace is no longer optional – it’s essential. As we advance into a future of work defined by equity, wellbeing, and inclusivity, businesses that embrace these values will not only survive – they will thrive. 

Invest in your female workforce. Invest in the future.