Menstrual Health at Work: The Impact on Your Employees and Your Organisation
- Robinson Grace HR
- Feb 6, 2025
- 6 min read
Updated: Mar 6
Despite menstruation being a normal part of life, the subject is still considered ‘taboo’ with many often finding periods too embarrassing to talk about. But with 70% of women reporting that they experience symptoms that affect their ability to work or their attendance, it is imperative for employers and managers to put their embarrassment aside. Being open to these conversations has the potential to reduce employee absence rates and improve employee engagement, as well as enhancing the employer brand.
The figures below give a sense of the impact that menstruation is having on those affected, but also the organisations that they work for:
With such high numbers of employees reporting an impact on their ability to work, what exactly are the symptoms that so many are experiencing? How can organisations show consideration for menstruating employees and support their employees to reduce the impact on the organisation?
What are the symptoms your employees are experiencing?
Typical symptoms of menstruation can include muscle pain, joint pain, lower back pain, headaches and fatigue. But it is important to be aware that some of these symptoms can be exacerbated by other common conditions that often present in those menstruating.
Some examples of other conditions your employees may be experiencing include:
Endometriosis: the second most common gynaecological condition in the UK, includes symptoms such as severe pain, heavy bleeding, extreme fatigue, depression and anxiety. Endometriosis is estimated to affect 10% of women, but with many medical professionals still understanding little about the condition, and average diagnosis taking 7 years, during which time the person affected receives limited relevant or helpful treatment to support their symptoms.
Adenomyosis: estimated to affect 10% of women can include symptoms such as heavy bleeding, chronic pelvic pain, and longer-lasting periods.
Polycystic Ovary Syndrome (PCOS causes symptoms such as irregular periods, excessive hair growth, weight gain and acne. It is thought to affect up to 13% of women, however it is estimated that up to 70% of affected women remain undiagnosed.
Premenstrual Dysphoric Disorder (PMDD) is a severe form of premenstrual syndrome and may affect up to 1 in 12 individuals who menstruate. Symptoms include headaches, joint and muscle pain, anxiety, depression, panic attacks and difficulty sleeping.
Fibroids can affect up to 80% of women during their lifetime. Symptoms include heavy and painful bleeding, abdominal pain, lower back pain, and a frequent need to urinate.
How can employers provide support?
The starting point is fostering an environment where honest discussion can take place about symptoms affecting employees. The quality of discussion is improved with education and awareness.
Each employee may have different symptoms, a different combination of conditions, and differing coping mechanisms and ways of managing their menstrual health.
Not all organisations are able to offer adjustments such as homeworking or reduced hours on days when symptoms peak to enable employees to manage their symptoms, but this doesn’t mean they can’t do something. Particularly in busy service-based industries it is very easy to focus on the needs of customers before employees.
Our own HR Assistant, Michaela, has worked in a variety of industries over the last 20 years and has had varied experiences while suffering with Endometriosis.
“Symptoms I regularly experience include severe abdominal pains, joint pain, back pain, brain fog and fatigue. I’m now medicated to manage the heaviness of my periods, but when I wasn’t medicated, there were times I couldn’t leave the house for 1-2 days a month as I needed access to a private bathroom at all times.
“Hiding and managing my symptoms has always been easier in office environments. Break times aren’t generally restricted in an office environment, and personal belongings are usually within easy reach. However, working in leisure and hospitality, this is not always that case and can make managing menstruation symptoms difficult.”
Think of an employee standing behind a busy reception desk with a long queue for four hours solid, meeting and greeting customers, or those rushed off their feet working in a busy pub or running activity sessions for the public. It’s unlikely they take structured breaks or can wait until cover arrives to have a break, and in a number of environments, managers are not always on the shop floor during shifts to allow requests for a quick break to gain access to personal belongings.
A five-minute break every two or three hours where employees can easily access personal belongings and visit the bathroom can make all the difference and over the course of an 8-hour shift this only equates to 20 minutes a day.
Providing free sanitary products in workplace bathrooms can really help. Michaela commented “I have seen this in some workplaces, and it makes a huge difference. If you’re caught unaware by the start of your cycle, or you’re tight for time on a break and you haven’t been able to get to personal belongings, knowing that you can pick something up in the bathroom when you need it is of huge comfort.”
Offering support and understanding in the workplace is key to ensuring employees are provided with dignity by reducing the embarrassment that can be experienced. This support could also help to increase employee attendance, performance, engagement and retention. So, what action can employers take?
The first step could be training for managers to increase knowledge about menstrual health and the impact it can have. Endometriosis UK and Menstrual Health Project have informative videos on their website, and CPD UK offer training for managers. Conversations with employees could also help to increase awareness and generate some practical steps that employers can take specific to their workplace, informed by employees.
Flexible working can be invaluable in helping an employee to manage their symptoms. Whether this is through offering employees the opportunity to work from home when experiencing symptoms or offering additional breaks or alternate timings of breaks during the working day; these changes can make such a big impact to an employee’s experience at work during when experiencing symptoms related to menstruation.
To demonstrate commitment to supporting employees’ health, safety and wellbeing related to menstrual health, organisations could also consider implementing a workplace Menstrual Health Policy and a Endometriosis Support Policy.
Are you interested in organising menstrual health awareness training for managers? Get in touch by emailing clientservices@robinsongracehr.com or calling us on 01793 311937.
Frequently Asked Questions:
1. What is menstrual health support in the workplace?
Answer: Menstrual health support in the workplace refers to the policies, practices, and workplace adjustments that help employees manage symptoms related to their menstrual cycle while at work. Many people experience symptoms such as fatigue, headaches, muscle pain, and heavy bleeding that can affect concentration, productivity, and attendance.
Employers can support menstrual health by encouraging open conversations, training managers to understand menstrual health issues, and offering practical support such as flexible working, additional rest breaks, and access to sanitary products in workplace bathrooms. These simple adjustments can significantly improve employee wellbeing, engagement, and retention.
Supporting menstrual health at work is also important because many people experience medical conditions linked to menstruation, including Endometriosis, Polycystic Ovary Syndrome, and Premenstrual Dysphoric Disorder. Creating a supportive environment helps reduce stigma while ensuring employees feel respected and supported.
2. How can employers support employees experiencing period symptoms at work?
Answer: Employers can support employees experiencing period symptoms by creating a workplace culture that recognises menstrual health as a legitimate wellbeing issue. This begins with education and awareness so managers understand how menstrual symptoms can affect employees differently.
Practical steps employers can take include providing flexible working options, allowing short additional breaks during shifts, ensuring easy access to bathrooms, and supplying free sanitary products in workplace facilities. Even small adjustments such as five-minute breaks every few hours can make a significant difference for employees experiencing pain, fatigue, or heavy bleeding.
Some organisations also implement a menstrual health policy or provide manager training on menstrual health awareness. These initiatives help normalise conversations about menstruation and allow employees to request reasonable adjustments without embarrassment or stigma.
3. Why should businesses implement a menstrual health policy?
Answer: A menstrual health policy helps organisations formally recognise the impact menstruation can have on employee wellbeing, attendance, and productivity. Research shows that a large proportion of menstruating employees experience symptoms that affect their ability to work, making it important for employers to address the issue proactively.
Implementing a menstrual health policy demonstrates a company’s commitment to employee wellbeing, equality, and inclusion. It can provide guidance on flexible working arrangements, reasonable adjustments, and how managers should respond to employees experiencing menstrual related health issues.
A clear policy also reduces stigma around discussing periods at work and ensures employees are treated with dignity and understanding. In the long term, organisations that prioritise menstrual health support often see improved employee engagement, reduced absence rates, and a stronger employer brand.
Check out other Blogs in our series:
The content of our blogs is intended for general information and not to replace legal or other professional advice.
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