Creating safer, more inclusive workplaces through menstrual health support is a win-win for employees, business and society

It’s time to recognise menstruation as a workplace health and safety priority – one that directly influences inclusion, wellbeing and people’s ability to thrive in their careers.

We’ve made huge progress in recent years in recognising menopause as a workplace priority. The same commitment and momentum are now needed for menstruation. This isn’t about special treatment or ticking a box. It’s about creating truly inclusive environments where everyone can thrive without stigma, silence or unnecessary barriers.

Deborah Garlick: "The goal isn’t simply to make menstruation visible. It’s to ensure everyone, regardless of their cycle, age or role, can work safely, comfortably and confidently."

The overlooked workplace factor with real impact

For many employees, menstruation is a routine part of life. However, for some it involves serious or chronic conditions such as endometriosis, adenomyosis, polycystic ovary syndrome (PCOS) or premenstrual dysphoric disorder (PMDD).

These can cause pain, fatigue and other symptoms that make work harder to manage, particularly in roles with fixed schedules or limited flexibility. Too often, these experiences remain taboo and unspoken due to fear of judgement.

CIPD research shows that poor support for menstrual health contributes to presenteeism, avoidable absence and, for eight per cent of employees, even thoughts of leaving their jobs. The impact on wellbeing, performance and retention is both substantial and preventable. In safety-critical environments, unmanaged symptoms or fatigue can also increase risk. A proactive approach is not just compassionate; it’s essential for safe and effective work.

The case for employer action

Forward-thinking employers already understand the business benefits of getting this right. Evidence from those introducing menstruation-friendly practices shows higher engagement and better morale among employees. That’s hardly surprising when you consider that when people feel understood and supported, they perform at their best.
Support for menstrual health doesn’t need to be complex or expensive.

The following actions can make a huge difference – at little cost:

• Clear guidance – including menstruation within health and wellbeing policies or guidance ensuring support is visible and accessible to all.
• Manager training – equipping line managers to have informed, empathetic con Manager training –  versations.
• Practical facilities – clean, private toilets, sanitary disposal bins and access to period products.
• Flexible working options – allowing adjusted hours or remote working on difficult days.
• Rest spaces – providing somewhere to pause or recover when symptoms are severe.

We’re already seeing inspirational organisations take the lead. Lloyds Banking Group, Huddersfield Town Football Club and Ninja Theory are the first to achieve both Menopause Friendly and Menstruation Friendly Accreditation – setting the standard for inclusive, forward-thinking workplaces.

The legal and cultural landscape

The Employment Rights Act, with its focus on Menopause Action Plans and stronger protections against discrimination, signals a growing recognition of reproductive health in workplace law. Menstruation isn’t yet explicitly named in legislation, but employers should expect it to follow a similar trajectory.

Tribunal cases already show that conditions such as endometriosis may fall under disability discrimination law. Neglecting to support affected employees could carry legal and reputational risks. More importantly, employers that act now will be seen as progressive, caring and ahead of compliance curves – setting the standard for others to follow.

I would like to see Government, health professionals and employers working together to normalise menstruation, provide accurate information and ensure timely support for those affected by menstrual health conditions. Improving understanding is a shared responsibility and through collaboration we can move from silence to openness so every employee can thrive at work with confidence and dignity.

Building inclusive workplaces where everyone thrives

The same model that transformed how we talk about menopause can now do the same for menstruation. A caring culture is the cornerstone. When senior leaders speak openly, when policies are clear and when conversations are normalised, employees feel safe to seek help and colleagues know how to respond.

It’s encouraging that more organisations are seeking training, support and accreditation to set them apart. With evidence-based resources and independent recognition for their action, menstruation-friendly employers aren’t waiting for the law to catch up: they’re leading the way.

The goal isn’t simply to make menstruation visible. It’s to ensure everyone, regardless of their cycle, age or role, can work safely, comfortably and confidently. That’s what truly inclusive workplaces do.

Finally, we must realise that menstrual health isn’t just a women’s matter. It’s a business-critical workplace health and safety priority that attracts, values and retains top talent. When we create workplaces where everyone can thrive, we all stand to gain.

For more information see:
menstruationfriendly.co.uk

Deborah Garlick is CEO and founder of Menstruation Friendly by Henpicked