Men experience distinct health risks that affect their quality of life, workplace safety, and organizational productivity. According to recent data from Mercer Marsh Benefits’ Health on Demand 2025, men die from heart disease at younger ages, face a high lifetime cancer risk, and are more likely to suffer fatal injuries at work. They also have higher rates of suicide and alcohol-related deaths.
Many men also report loneliness and low fulfilment. These concerns affect absenteeism, productivity, morale, and insurance costs. When employers shape their benefits and workplace practices around men’s health needs, they can improve retention, engagement, and safety.
Preventing Early Heart Disease
Heart disease remains a leading cause of early death among men. Factors such as high blood pressure, high cholesterol, diabetes, poor diet, sedentary work, and delayed preventive care play major roles.
Employers can help by:
- Providing annual biometric screenings for blood pressure, cholesterol and HbA1c
- Offering confidential navigation services to identify at-risk employees
- Ensuring access to essential medications
- Supporting fitness and nutrition programs, healthy food options and cardiac emergency training
Helping Men Detect Cancer Early
Men have a one-in-five chance of developing cancer before age 75. Smoking, alcohol use, occupational hazards, and delayed screening contribute to this risk. Cancer affects morale, productivity, and medical costs.
Employers can reduce cancer risk by:
- Allowing paid time off and flexible scheduling for screenings
- Offering on-site or mobile screening programs
- Reaching out to higher-risk groups
- Helping employees arrange appointments, claims, and second opinions
- Providing clear information about leave, disability and assistance programs
Employers should also include cancer education and navigation support in their benefits. Clear return-to-work planning reduces stress and helps employees transition back after treatment.
Supporting Men’s Reproductive Health
Male reproductive issues account for more than one-third of infertility cases. Treatments can be costly and emotionally challenging. Age, lifestyle, medical conditions, and workplace exposures contribute to these concerns.
Employers can improve support by:
- Ensuring benefits include male infertility diagnostics, treatment, and counselling
- Allowing flexible leave for appointments and recovery
- Providing mental health support through employee assistance programs
- Protecting privacy to reduce stigma and encourage early treatment
These steps support men, their partners, and their families, leading to better stability and engagement at work.
Improving Men’s Mental Health at Work
Men often report feelings of loneliness, lack of purpose, and concerns about substance use. They also have higher suicide rates. These challenges affect teamwork, communication, attendance, and performance.
A strong mental health strategy includes:
- Accessible employee assistance programs
- Virtual and in-person therapy options
- Routine mental health screenings
- Clear pathways to substance-use treatment
- Structured return-to-work plans
Employers should also address stigma. Visible leadership support, anti-stigma campaigns, and community-building activities help employees feel safe seeking care. Training managers to recognize and escalate mental health risks, including suicide concerns, strengthens early intervention.
Supporting Men Helps Everyone
Healthier employees improve the well-being of their families and colleagues. Many HR leaders worry that current emotional well-being programs do not fully meet growing needs, and both men and women say they value strong employer support for health.
Most women want their employers to prioritize both women’s and men’s well-being. Most men feel the same. When organizations design benefits that reflect gender-specific health needs and offer clear access to those resources, the entire workforce becomes more resilient.
A tailored approach to men’s health strengthens women’s health initiatives and builds a more inclusive, productive, and loyal organization.
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