Menstrual health and wellbeing in the workplace

Today’s workplaces can no longer ignore the impact menstrual symptoms have on half its workforce. Females lose more working days than their male counterparts and the symptoms people experience due to their menstrual cycles are a major reason for this. Unfortunately, most of those suffering opt to remain silent despite admitting their period symptoms impact them at work¹. Most don’t feel the workplace is a safe and comfortable place to speak about period pain and related symptoms.

An important aspect for businesses to consider is the impact these hidden symptoms of menstruation have on the bottom line. Productivity loss linked to menstrual symptoms in Australia is estimated to be almost $5000 per person². In a 2017 study in the Netherlands more than 80% of females reported even when attending work whilst experiencing symptoms, their productivity significantly decreased³.

Every person’s experience of menstrual symptoms is unique but there are a couple of symptoms that are common to many. Period pain is the most common affecting close to 71% of females worldwide⁴. Heavy menstrual bleeding is experienced by up to 25% of females⁵. Both these conditions affect workplace attendance. Other associated symptoms include headaches, fatigue, bloating, nausea and gastro-like symptoms.

To further promote inclusivity and gender equity, as well as address the impacts of productivity, many organisations have begun to review leave policies to incorporate leave for people whose ability to work is impacted by their menstrual cycle. Seven countries around the world have implemented some form of menstrual leave policy, including Spain, Japan, Indonesia, South Korea, Taiwan, Vietnam and Zambia. In other jurisdictions many organisations and some state and local governments have developed their own workplace policies, providing anything from three to twelve days leave annually.

Other than leave policies there are a number of initiatives workplaces can implement to support menstrual wellbeing. Educating all employees around leave policies and the benefits as well as openly discussing periods and their symptoms. Creating an environment where employees feel safe to talk about menstrual health without judgement or shame is essential. Providing free, accessible period products for employees is also a good practical step. Allowing flexibility around breaks and work hours. Removing the expectation of a detailed explanation for taking menstrual leave can also contribute to a supportive environment.

Managing symptoms effectively is key to improving productivity and the overall wellbeing of employees. Workplaces can support symptom management by:

• Offering flexible working arrangements: Allow employees to work from home or adjust their working hours during their menstrual cycle.

• Providing access to healthcare: Ensure that employees have access to healthcare professionals who can offer advice and treatment for menstrual symptoms.

• Promoting the use of wellness apps: Encourage the use of apps that help track menstrual cycles and symptoms, enabling better planning and management.

• Implementing a comprehensive support system in the workplace can make a significant difference. Here are some strategies:

• Education and training: Conduct regular training sessions to educate all employees about menstrual health and the impact of menstrual symptoms.

• Supportive teadership: Encourage leaders and managers to be understanding and supportive of employees experiencing menstrual symptoms.

• Creating a safe space: Designate a private, comfortable space where employees can rest if they are experiencing severe symptoms.

By adopting these strategies, workplaces can not only support their employees but also enhance productivity and promote a culture of inclusivity and understanding. The implementation of supportive policies and practices can lead to a healthier, more equitable work environment for everyone.
If you would like support in creating policies for your organisation or training in these areas, please contact us today.

• References
  1 - Knight, R. 2024. “Half our colleagues suffer pain at work, but periods are still a taboo subject.” The Conversation. https://www.qut.edu.au/news/realfocus/half-our-colleagues-suffer-pain-at-work,-but-periods-are-still-a-taboo
  2 - O'Shea, M., Varua, M., Duffy, S., Eathorne, A., & Armour, M. (2024). Menstrual pain & the economic purse: calculating and interrogating menstrual symptom productivity loss and the Australian economy.
  3 - Schoep, M. E., Adang, E. M., Maas, J. W., De Bie, B., Aarts, J. W., & Nieboer, T. E. (2019). Productivity loss due to menstruation-related symptoms: a nationwide cross-sectional survey among 32 748 women. BMJ open, 9(6), e026186.
  4 - Armour, Mike, Tania Ferfolja, Christina Curry, Mikayla S. Hyman, Kelly Parry, K. Jane Chalmers, Caroline A. Smith, Freya MacMillan, and Kathryn Holmes. 2020. "The prevalence and educational impact of pelvic and menstrual pain in Australia: a national online survey of 4202 young women aged 13-25 years." Journal of Pediatric and Adolescent Gynecology. 33, (5), 511-518.
  5 - Mena, Gabriela P., Gregore I. Mielke, and Wendy J. Brown. 2021. "Prospective associations between physical activity and BMI with irregular periods and heavy menstrual bleeding in a large cohort of Australian women." Human Reproduction 36 (6), 1481-1491. *