Research from the University of Portsmouth has brought attention to the overlooked issue of menstrual health in the workplace, revealing its profound effects on women’s well-being, attendance, productivity, and overall workplace inclusion. Published in the journal Equality, Diversity and Inclusion, the study is the first to systematically examine the implications of severe menstrual symptoms on work performance, highlighting a significant gap in existing research and the urgent need for inclusive workplace policies.
Periods are often considered taboo in various societies, including educational and professional environments. This stigma is perpetuated by media practices that limit the discussion around menstruation, often framing it as merely “feminine hygiene.” Such perceptions can create discomfort in discussing menstrual health openly.
The research considered global studies and identified common themes associated with menstrual health challenges women face at work. Despite evidence showing that 25% of women experience severe menstrual symptoms, including cramps, mood fluctuations, and fatigue, there remains a scarcity of research addressing these issues in workplace settings. Notably, a survey of over 42,000 women aged 15 to 45 revealed that 38% experienced menstrual symptoms severe enough to disrupt daily activities, including work.
Research Findings and Themes
The researchers identified three critical themes:
1. The impact on women’s workplace well-being and overall quality of life.
2. The relationship between menstrual health symptoms and presenteeism or absenteeism.
3. The current organizational practices and the lack of menstrual health inclusion programs.
Professor Karen Johnston from the University’s School of Organizations, Systems and People, emphasized the neglect of menstrual health in research, stating, “The majority of existing studies in medical journals focus on clinical aspects, highlighting the need to use menopause research to support the argument for menstruation.” The findings indicate that organizations that support their employees in managing menstrual health issues can expect higher productivity, reduced sick days, and increased employee retention.
The study revealed that only 18% of organizations provide any form of menstrual health support within their well-being initiatives, and just 12% offer dedicated support. This lack of attention contributes to negative outcomes, such as depression and decreased work performance, which can severely affect women’s overall well-being at work.
Call for Inclusive Policies
Lead author Amtullah Oluwakanyinsola Adegoke stated, “We need to recognize that women and girls menstruate—it’s a natural part of life.” Adegoke advocates for acknowledging menstrual health as part of the life cycle and calls for organizations to implement supportive measures, including menstrual leave, flexible working arrangements, and access to hygiene products.
Currently, there are no legal requirements in the U.K. for paid menstrual or “period” leave, compounding the challenges faced by women in the workplace. The study argues for comprehensive research to identify effective organizational practices that can better support women experiencing severe menstrual health issues.
In conclusion, the findings of this research illustrate the necessity of addressing menstrual health openly within organizational health agendas. Professor Johnston added, “It shouldn’t be a taboo topic—it should be part of an organization’s health and well-being agenda.” The call for training and flexible working arrangements reflects a growing recognition of the need for supportive work environments that consider the health challenges women face.
This study underscores the critical importance of fostering an inclusive workplace culture that acknowledges and supports the diverse health needs of all employees.
