475
Total Employees
5% from Q1
248
Female Employees
8% from Q1
87%
App Adoption Rate
12% from Q1
13
Active Policies
2 from Q1
Health Programs Utilization
YTD 2025
Data shows percentage of eligible employees using each program
Benefits Cost Analysis
Full Report
Total Health Benefits Cost YTD
$1,254,750
Percentage of total benefits budget
32.4%
Department Participation
Engineering
92%
Marketing
88%
Product
85%
Operations
82%
Sales
79%
HR
98%
Finance
74%
Time Off Analysis
Details
| Leave Type | Usage Rate | Avg. Duration | YoY Change |
|---|---|---|---|
| Menstrual Leave | 36% | 1.4 days | +4.2% |
| Menopause Support | 28% | 2.1 days | +8.5% |
| Mental Health Days | 42% | 1.8 days | +12.7% |
| Wellness Days | 58% | 1.0 days | +15.3% |
| Sick Leave | 72% | 2.3 days | -2.1% |
Usage rate represents percentage of eligible employees who have used the leave type at least once in the period.
AI Insights
Increasing Menstrual Leave Awareness
There's a 36% adoption of menstrual leave, which is 20% lower than your targeted goal. Consider additional communication and normalization strategies.
Wellness Program ROI
Departments with 85%+ wellness program participation are showing 12% lower overall sick leave usage. Consider expanding wellness program access.
Policy Communication Gap
Finance department shows 24% lower awareness of women's health policies. Consider targeted information sessions for this department.