Supporting Men’s Health at Work: Everyday Steps for Employers

Quick look: Even when men want to prioritize their health, busy schedules, healthcare costs, and discomfort around asking for help can get in the way. Employers can make it easier to seek care by offering accessible benefits, allowing time for appointments, and creating a workplace where conversations about physical and mental health feel natural.

Between full calendars and rising healthcare costs, checkups and mental health support can easily fall to the bottom of anyone’s to-do list. Employers have an opportunity to make getting care a little easier.

Supporting men’s health awareness at work often starts with offering benefits that meet employees’ needs and providing the flexibility to use them. Just as important is creating an environment where taking care of yourself is encouraged and conversations about health are commonplace. 

Here’s why these steps matter and how employers can put them into action.

Why men’s health deserves attention

Even when someone wants to stay healthy, good intentions don’t always turn into appointments. There are several common barriers that can keep men from getting the support they need.

Preventive screenings are often delayed

According to a recent Cleveland Clinic survey of 1,000 U.S. men, 61% of Gen X and Boomer men get a yearly physical, compared with just 32% of Millennial and Gen Z men. Further, nearly 40% of Gen Z men don’t have an established primary care provider, and among men at average risk for prostate cancer, about a quarter haven’t been screened.

Prostate cancer is common, and early conversations help

The American Cancer Society estimates about 334,000 new prostate cancer cases and roughly 36,000 deaths from the disease in 2026, making it the second-leading cause of cancer death in men.

Early detection can play an important role in treatment and outcomes. Encouraging employees to discuss screening decisions with their healthcare providers can help them understand their options and decide what makes sense for them.

The mental health care gap

Physical health isn’t the only concern. In 2024, just 42% of men with a mental illness received treatment, according to the National Alliance on Mental Illness (NAMI). And despite 86% of men experiencing stress or mental exhaustion in a typical week, only about two-thirds say they have sought or would seek support from a mental health professional.

Workplace culture can influence whether employees feel comfortable asking for help. When mental health is treated as a normal part of overall well-being, employees may feel more comfortable exploring the resources available to them.

Cost can be a barrier

Financial concerns can also affect whether someone seeks care. About two-thirds of American adults feel worried about their finances, and 17% have delayed or gone without care because of cost. The second figure covers all adults rather than men alone, but it highlights a challenge employers can help address. Affordable coverage and clear explanations of available benefits  can make it easier for people to seek care.

How employers can support men’s health

Men’s well-being matters, but employers don’t need to overhaul their entire benefits strategy to make a difference. A few changes to workplace culture and policies can help move employee well-being in a healthier direction.

Break down stigmas

The way an organization talks about health sends a message about what it values. Encourage language that treats asking for help as a strength and reiterate that checkups and counseling are investments in staying healthy.

A welcoming tone in your communications and manager conversations can make people more comfortable speaking up. Leaders don’t need to share personal health details to set a positive example. Simply treating health-related time off as a normal part of work can help reduce the pressure employees may feel to put their needs aside.

Create comfort

Not every employee will feel comfortable discussing health concerns in a group setting. Keep wellness communications approachable, share short, friendly resources, and offer private ways to ask questions so employees know support is available when they need it.

Be flexible

Finding time for an appointment can be difficult, especially for employees with demanding schedules or limited control of their workday. Consider offering flexible scheduling options, such as extended lunch breaks, a late start after an appointment, or make-up time when appropriate. For employees who can’t work remotely or easily step away from their responsibilities, arranging coverage can also help.

Paid sick time is another important part of the equation. A sick leave policy that allows employees to use available time for preventive appointments and other qualifying health needs can make it easier to get care without worrying about lost wages. Employers should also review applicable federal, state, and local sick leave requirements to ensure their policies meet current legal obligations, since eligibility, permitted uses, and accrual rules can vary by location.

It’s also important to recognize that a request for time off for a medical appointment may signal the need to explore additional protections. Depending on the circumstances, employers should consider whether time off under the Family and Medical Leave Act (FMLA), a reasonable accommodation under the Americans with Disabilities Act (ADA), or relevant state requirements may apply, particularly when an employee identifies an ongoing medical condition or recurring need for time away from work.

The goal is to give employees a realistic way to attend appointments without feeling that doing so puts their work or standing with the company at risk.

Offer well-rounded benefits

Thoughtfully chosen benefits can turn good intentions into healthy action. Consider whether your current offerings address the following needs:

• Comprehensive health coverage: Plans that include preventive screenings and mental health services give men a clear, affordable path to care. Many plans cover a range of preventive services at no cost when employees use in-network providers, so it helps to communicate what’s included.
• Supplemental health insurance: Optional coverage can help employees manage out-of-pocket costs when something unexpected comes up, easing some of the financial concerns that may cause them to delay care.
• Cancer support programs: Guidance and support from diagnosis through treatment can make a stressful time feel more manageable for employees and their families.
• Employee assistance programs (EAPs): An EAP is a low-pressure first step for men who aren’t sure where to begin and typically offers confidential counseling and support for stress and other life challenges.
• Flexible spending accounts (FSAs) and health savings accounts (HSAs): Tax-advantaged accounts help your team set aside money for qualified medical expenses. Clear guidance on eligibility and how each account works can help employees make the most of these options.

Offering these benefits is important, but it won’t help much if employees don’t know what’s available. Sending short reminders about plans and how to use them during open enrollment and throughout the year can help employees get more value from their benefits.

Spotlight moments that spark conversation

Awareness events create a natural reason to bring up health-related topics. For example, Movember in November and Men’s Health Month in June are two great opportunities to share wellness resources, host fundraisers, or simply send a friendly note encouraging everyone to book that preventive visit.

Lean on an HR outsourcing provider

Designing benefits and policies that support employee wellness is a big job for smaller businesses that already have a lot on their plate. A professional employer organization (PEO), a type of HR outsourcing provider, can make things easier.

A PEO like ExtensisHR offers a full suite of Fortune 500-level benefits and administrative support, along with dedicated HR Business Partners who can help employers navigate HR policies, benefits decisions, and build an approach to employee well-being that fits their workforce.

And when your team has questions about comparing benefits options or making the most of their plans, the professionals in our Employee Solution Center answer the phone in under 15 seconds. This support can make a big difference because when people understand their options, they’re more likely to act on them.

Small steps add up

Men’s health awareness doesn’t have to be complicated. A workplace where men can talk about health without hesitation and take time for appointments is one where health concerns may be identified earlier and employees feel supported. Pick one or two ideas to start with this month and build from there.