“You can’t focus at work when you’re silently struggling” – Juniper expert Q&A

Zest: Why do you believe reproductive health is a workplace issue, not just a personal one?

Ambra Zhang: Because people bring their bodies to work. Reproductive health isn’t confined to the GP’s office or the bedroom — it shows up in sick days, early exits, quiet resignations, and stalled promotions. We’ve created a myth that reproductive health is private, when in reality, it’s deeply professional. If someone is going through IVF, navigating endometriosis, or facing miscarriage, it impacts everything – their focus, their energy, their ability to show up. And yet, it’s often invisible. Reproductive health is one of the few areas that impacts people across life stages, genders, and identities, from painful periods in your twenties to fertility decisions in your thirties, to menopause in your forties and fifties. Ignoring it is like pretending mental health doesn’t affect performance. It’s outdated, and bad business. Employers are starting to recognise this: 70% of millennials say they’d switch jobs for better family or reproductive health benefits (Maven Clinic, 2023).

Zest: What are some of the hidden ways reproductive health challenges show up in the workplace?

AZ: It’s the employee who’s always “off sick” with no explanation. It’s the high performer who suddenly starts declining opportunities or seems disengaged. It’s the manager who’s irritable or checked out because they’re on round three of IVF and haven’t told a soul. These experiences are often masked as burnout, poor performance, or lack of commitment, when in reality, the person is overwhelmed by something deeply personal and medical. One CIPD study found that one in five people going through fertility treatment left their job because of it. That’s an avoidable talent loss.

Zest: How does ignoring reproductive health impact companies — from productivity to retention?

AZ: In every way. You lose talent quietly. People take longer leaves, they step off the leadership track, they resign altogether. Productivity drops because they’re managing a health crisis in the background. And then there’s the impact on culture — when people feel they can’t talk about something this central to their lives, it creates distance. I’ve spoken to HR leaders who were shocked to learn how many people in their teams were struggling in silence. The cost isn’t just emotional — it’s operational. On the flip side, 72% of employees say they would stay longer at a company that offers fertility benefits (Carrot Fertility, 2023). That’s not just a retention boost — that’s business strategy.

Zest: What do you think most HR teams are still getting wrong about supporting reproductive health?

AZ: They underestimate how widespread the need is, and they overestimate how much their current benefits are helping. Just because something is covered by private medical insurance doesn’t mean it’s accessible, affordable, or even understood. And often, support kicks in too late – after months or years of suffering. And then, too often, HR teams treat reproductive health as a one-off benefit, not a structural issue. They’ll offer an egg freezing allowance or partner with a fertility clinic, then check the box. But reproductive health isn’t just about fertility — it’s about hormones, chronic conditions, gender-specific pain, transitions like menopause or miscarriage. These aren’t edge cases — they’re part of working life.

HR teams want to help, but they don’t always have the tools. That’s where Juniper steps in – to make support proactive, inclusive, and easy to engage with, in the most cost-effective way possible

Zest: For a company just starting to explore this space, what’s the one thing they should do first?

AZ: Start by listening. Run an anonymous survey or open a conversation internally. You’ll be surprised how many people are dealing with this right now, and how grateful they are just to have the topic acknowledged. From there, choose a partner who can scale with you, who understands both the clinical and emotional sides of this journey, and who can give you clear data on impact. It doesn’t have to be perfect from day one, it just has to start.

Zest: From a personal perspective, how did your own reproductive health journey affect your life at work, and what did it reveal about the support employees actually need?

AZ: My experience wasn’t dramatic — but it was expensive, time-consuming, and quietly exhausting. After being diagnosed with PCOS, I found myself navigating a long list of medical check-ups and specialist referrals that weren’t covered by insurance. I wasn’t unwell day to day, but I was paying out of pocket — sometimes hundreds of pounds — for basic monitoring. I had to squeeze appointments around intense work hours and use annual leave to attend them. It was an invisible load I carried on top of my job. And the worst part? None of it felt exceptional. So many people in the workplace are managing fertility testing, hormone therapies, miscarriage recovery or menopause symptoms — but doing it quietly, off the books, and on their own dime. What that revealed to me is that reproductive healthcare isn’t just about access — it’s about recognition. People need their health realities to be acknowledged, supported, and covered. Juniper was built to give employees that support — without them having to ask, explain, or justify. Because when your body needs care, it shouldn’t become your side hustle.

I never felt comfortable bringing it up at work. I didn’t want to seem “difficult” or like I couldn’t handle the pace. What I realised is that so many people are carrying invisible health burdens like this, and the workplace isn’t set up to support them. Employees need more than just policies — they need real access to care, understanding from their managers, and the reassurance that they don’t have to choose between their health and their performance.

Zest: What inspired you to start Juniper — was there a personal experience that shaped your vision?

AZ: Juniper started from frustration. I was diagnosed with polycystic ovary syndrome (PCOS) in my early 20s, and like many women, I was left to navigate it alone. When I tried to get a routine check-up through my private health insurance, I was told it wasn’t covered — because it was “chronic” and “fertility-related.” I ended up paying £1,000 out-of-pocket for basic care. It felt absurd. Reproductive health isn’t niche — it’s life-long, affects all genders, and is deeply tied to our ability to show up at work. I had worked in finance, advising billion-dollar insurers, and yet I couldn’t get coverage for something 1 in 10 women experience. That disconnect lit a fire in me. Juniper was born from the belief that reproductive health should be as easy to access as dental. We repurpose insurance to finally cover periods, hormones, fertility, menopause, and more — from endo to low testosterone. It’s not just a product; it’s a correction.

Zest: What makes Juniper’s approach different from traditional fertility benefits?

AZ: Traditional fertility benefits are often reactive and limited — they kick in when someone’s already in crisis and ready to spend tens of thousands on IVF. Juniper flips that model on its head. We focus on prevention, early intervention, and whole-body reproductive health — for all genders and all life stages. That means we support everything from hormone health and contraception to fertility, miscarriage, menopause, and more. Whether someone is managing PCOS, going through IVF, or dealing with postnatal changes, we’re there.

What also sets us apart is that we’re insurance-backed. That’s huge in a space where traditional insurers have consistently failed to provide meaningful coverage. Most people are left to navigate reproductive health privately, out-of-pocket, or through patchy public systems — and that’s not sustainable. With Juniper, employers can offer something truly accessible and affordable.

And importantly, we don’t just stop at education or vague support. We provide consultations, diagnostics, and treatment, all coordinated through our platform. It’s real care, not just nice copy on a benefits brochure.

We treat reproductive health the way it should have been treated all along: like dental or vision. Not a niche luxury. A basic right.

Ready to support your team with better reproductive health benefits?

Juniper helps employers deliver personalised, inclusive reproductive health support — from clinical guidance to emotional care.

Learn more on Juniper’s Marketplace page here.