Ovia Health adds menopause tracking to its family care offerings
Ovia Health, a digital health platform for family care, is expanding its platform to include menopause-focused offerings.
Users will be able to track symptoms and access educational content, treatment options and tips on communicating with physicians. Its enterprise customers will have additional access to on-demand health coaching, including psychosocial support.
The company already offers consumers and enterprise customers the ability to track menstrual cycles, gain insights into fertility, monitor a baby’s development and access health resources on women’s health and family health.
Additionally, the Labcorp subsidiary has pathways for LGBTQ+ parenting, social determinants of health, behavioral health and return to work.
“By expanding a platform used by hundreds of thousands of women, we are bringing this much-needed conversation to the forefront in a way that provides women access to information and resources during a pivotally important time. Women will be more empowered to have conversations with their healthcare providers in a way that helps them better understand and assess their healthcare needs,” Dr. Leslie Saltzman, chief medical officer of Ovia Health, said in a statement.
THE LARGER TREND
Diagnostics and drug development behemoth Labcorp acquired Ovia, formerly Ovuline, in 2021.
Several other companies have entered the digital menopause care space, including telehealth startup Evernow, virtual menopause care company Upliv and women-focused health management company Unified Women’s Healthcare.
The global femtech sector is growing, and it’s expected to reach $1.15 billion by 2025, according to a 2021 Frost & Sullivan study.
However, as the sector expands, lawmakers and experts have expressed concerns about data-sharing practices from period-tracking apps and health tech companies, especially after Roe v. Wade was overturned.
In 2019, Ovia came under fire for its data-sharing practices after The Washington Post reported the app shared personal employee data with employers who paid to obtain the information, though the information was noted to be de-identified and aggregated, and employees must opt-in for data sharing.