Research from the University of Portsmouth has unveiled significant oversights regarding menstrual health in the workplace, emphasizing its crucial impact on women’s well-being, attendance, and overall productivity. The study, published in the journal Equality, Diversity and Inclusion, is the first of its kind to systematically investigate the effects of severe menstrual symptoms at work, revealing a critical gap that calls for more inclusive workplace policies.
Periods remain a taboo subject in many societies, often stigmatized and referred to as “feminine hygiene.” This discomfort is perpetuated by limited media representation and controlled advertising for menstrual products, which further stifles open discussion about menstruation and women’s health. The research compiled global findings, highlighting the various challenges women face concerning menstrual health in professional environments.
The study indicates that approximately 25% of women experience severe menstrual symptoms such as cramps, mood swings, and headaches, which can severely impact their work life. Notably, a survey involving over 42,000 women aged 15 to 45 revealed that nearly 38% reported symptoms so severe they interfere with daily activities, including their professional responsibilities.
Key Findings on Menstrual Health and Workplace Dynamics
The research identified three primary themes: the impact of menstrual symptoms on women’s well-being, the prevalence of presenteeism and absenteeism, and the current state of organizational policies regarding menstrual health inclusion programs.
According to Professor Karen Johnston from the University’s School of Organizations, Systems and People, “Menstrual health remains a largely neglected area of research. Most studies focus on clinical aspects, highlighting the need to address menstruation as a part of broader health conversations.” The findings highlight that supported employees exhibit greater productivity, reduced sick leave, and increased engagement, while inadequate support can lead to depression and decreased performance.
Despite these revelations, the study found that only 18% of organizations offer any form of menstrual health support within their wellness initiatives, with a mere 12% providing dedicated programs. This discrepancy emphasizes the urgent need for improved awareness and policy changes to support women facing severe menstrual health challenges.
Recommendations for Inclusive Workplaces
Lead author Amtullah Oluwakanyinsola Adegoke stressed the importance of recognizing menstruation as a natural part of life, stating, “As members of society, their needs should be acknowledged as part of the life cycle.” While awareness surrounding menopause has grown, menstrual health remains poorly understood.
To foster more inclusive and healthier workplaces, the study advocates for measures such as menstrual leave, flexible working arrangements, access to hygiene products, and promoting open dialogue about menstrual health. Notably, in the United Kingdom, there is currently no legal requirement for paid menstrual or “period” leave, forcing employees to rely on standard sick leave.
The research concludes with a call for more in-depth studies to identify effective organizational practices that can better support women experiencing severe menstrual health issues. Professor Johnston emphasized that discussions around menstruation should not be taboo but should be integrated into an organization’s health and well-being agenda.
As organizations assess their health policies, addressing menstrual health could lead to a more inclusive and supportive work environment for women, ultimately benefiting everyone involved.
