Why menstruation support matters at work

Creating menstruation friendly workplaces

Achieving truly inclusive workplaces means addressing the stigma, silence and discrimination that still surround menstrual health. Until very recently, menstruation has been largely absent from workplace conversations and policy development. Breaking through this culture of silence is essential for fairness, wellbeing and organisational performance.

Why menstruation matters at work

Put simply, over 15 million people in the UK menstruate and a great many of those are people who go to work. Menstruation has a direct impact on wellbeing, morale and performance. As such, every employer and organisation should find it a relevant concern.

Evidence shows:

• Many people experience severe symptoms such as pain, heavy bleeding, fatigue or conditions including PMDD, PCOS and endometriosis, yet feel unable to talk about this at work.
  
  
• Productivity, attendance and mental health are routinely affected, with menstrual symptoms contributing to avoidable absence and reduced engagement.
  
  
• Stigma remains a powerful barrier, leading employees to refrain from seeking support, frequently trying to hide what they are experiencing.
  
  
• Younger employees and frontline workers often feel the impact most acutely, with little understanding or accommodation for the challenges faced from menstrual health within organisations.

Achieving truly inclusive workplaces means addressing the stigma, silence and discrimination that still surround menstrual health. Photograph: iStock

The risks for employers of not taking action

If menstrual health is ignored, the result is inequality, unnecessary suffering and a loss of talent. Put that way, can organisations afford to remain blinkered? Quite apart from the toll of an individual struggling, there are significant implications for an organisation to recognise. Personal discomfort among colleagues will increase absence, lower morale and diminish performance which are all bad for business as well as people’s careers. Importantly, organisations that are not menstruation friendly are vulnerable to legal exposure relating to sex, age or disability discrimination. The reputational damage and loss of trust such action could cause are immeasurable.

Why employers should act now

Proactive employers are not waiting for legislation to tell them what good practice looks like. Those who act early are:

• Displaying clear leadership in gender equality, health and wellbeing
• Prepared for future compliance requirements
• Creating cultures where colleagues feel safe to disclose what they are experiencing and to ask for support
• Retaining valuable talent avoiding the risk of colleagues who don’t feel valued or supported turn to a more understanding competitor

The positive outcomes are tangible:

• Greater engagement
• Improved wellbeing for colleagues
• Reduced levels of absenteeism leading to higher levels of productivity
• Stronger workforce retention
• Confident and empathetic line managers

The human benefits

Proactive employers will strengthen their brand and gain a reputation as an ‘employer of choice’ where colleagues are respected, understood and included. Psychological wellbeing among employees increases as it becomes acceptable to discuss symptoms and request support. Meanwhile, those with chronic conditions are granted greater dignity and reduced anxiety when navigating difficult days. An altogether more positive workplace culture is created when aligned with these important wellbeing and inclusion goals.

Looking at all outcomes, the business case mirrors what has already been demonstrated with menopause support: early adopters gain the most. Or, as we like to say, ‘who cares, wins’.

Menstruation: the next frontier in workplace inclusion

As organisations have taken major steps forward in menopause awareness and support, attention is turning to menstrual health as the next essential area of inclusion. Similar investment and visibility can deliver benefits earlier in people’s working lives.

This is especially relevant for younger talent and those on the frontline. Many are managing complex menstrual health challenges while establishing their careers, making the availability of support, flexibility and understanding vital for their long-term success. As said, it also means that the people who comprise this pool of talent are far more likely to look elsewhere if their needs are not being met in their current workplace.

Deborah Garlick: "Becoming a Menstruation Friendly employer is about creating a workplace where people can work comfortably and confidently every day of the month."

What good looks like

There is no universal template for becoming a Menstruation Friendly employer, but consistent themes have emerged from successful organisations:

• A clear, tailor-made guidance document or policy outlining support routes, available adjustments and the organisation’s stance (and one which is revisited and amended regularly, via discussions with colleagues)
• A culture that normalises discussion of menstrual health, reduces stigma and encourages early disclosure
• Training for managers and teams to respond confidently and sensitively
• Practical adjustments such as access to period products, appropriate facilities, flexible working options and uniform considerations
• Alignment with wider wellbeing, equity and menopause strategies

What works best is a blend of cultural openness and practical, everyday support.

Practical steps employers can take

Menstruation Friendly employers typically take a proactive, inclusive approach built on practical, visible action. Effective measures include:

• Ensuring clean, accessible and well-maintained toilet facilities
• Providing free period products as a simple but powerful signal of support
• Allowing discreet short breaks when needed
• Offering flexibility in shift patterns or task allocation where symptoms make particular duties more difficult
• Providing comfortable uniform options or changes, such as relaxed fit clothing and darker skirts or trousers
• Communicating regularly about menstrual health in wellbeing initiatives, team meetings and internal channels
• Listening to colleagues and co-designing solutions
• Displaying commitment publicly, including through membership programmes and independent accreditation schemes

These steps need not be complex or costly. They demonstrate empathy, build trust and create an environment where colleagues know they will be treated with respect and understanding.

Breaking the taboo

It will come as no surprise to learn that the biggest barrier to effective menstrual health support is the long-standing taboo that prevents people from speaking openly. Many individuals feel judged, dismissed or perceived as less capable when raising menstrual health concerns. A significant proportion do not disclose the true reason for time off and, as a result, suffer further discrimination as they have to rely on annual leave every month due to this lack of understanding or flexibility.

Suffering in silence cannot be allowed to continue. The first step to break this pattern is to normalise the conversation – through internal communications, manager training, employee networks and open dialogue – to remove fear and enable early, constructive discussions.

The importance of training for all staff

This cannot be stressed strongly enough. Effective training is one of the most powerful interventions. All staff, from senior leaders to junior employees, benefit from increased awareness of menstrual health, its impact and how to support colleagues appropriately.

Line managers often report feeling unequipped to handle these discussions, uncertain of the language to use or worried about saying the wrong thing. Practical, confidence-building training ensures they can respond with empathy, clarity and consistency. When the whole organisation understands menstrual health as a normal aspect of life rather than a taboo topic, colleagues feel safer and more supported.

A growing movement for change

Across the UK, forward-thinking employers are joining collaborative networks and accreditation programmes to strengthen their approach. These frameworks offer guidance, tools and shared learning that make implementation easier and more effective.

The momentum mirrors the shift seen with menopause support. Once conversations begin, change accelerates. Small, visible steps have a disproportionate impact, signalling to employees that they are valued and understood.

Building a culture where everyone can thrive

At its core, becoming a Menstruation Friendly employer is about creating a workplace where people can work comfortably and confidently every day of the month. It is about recognising the reality of menstrual health and removing the unnecessary barriers created by stigma or silence.

When organisations start the conversation, provide practical support and equip managers to respond with empathy, the effect is immediate. Employees feel respected. Levels of absence fall. Performance improves. And the organisation becomes a place where everyone can thrive.

Supporting menstrual health is a practical requirement for creating workplaces where individuals can perform at their best and participate fully, regardless of their cycle.

Above all else, it is simply the right thing to do.

To find out how Menstruation Friendly by Henpicked can support your business with training, e-learning, resources and consultancy towards achieving The Menstruation Friendly Accreditation, see: menstruationfriendly.co.uk

Deborah Garlick is CEO and founder of Menstruation Friendly by Henpicked