Research from the University of Portsmouth has uncovered significant gaps in workplace policies regarding menstrual health, emphasizing its effects on women’s well-being and workplace productivity. Published in the journal Equality, Diversity and Inclusion, the study is the first to systematically evaluate how severe menstrual symptoms impact women at work, highlighting an urgent need for more inclusive workplace practices.
The study revealed that many societies, including workplaces, treat menstruation as a taboo topic, often labeled as “feminine hygiene.” This stigma can hinder open discussions about menstrual health, limiting support and understanding for those affected. Researchers found that around 25% of women experience severe menstrual symptoms, which may include debilitating cramps, mood swings, fatigue, and more severe conditions like endometriosis and heavy bleeding.
Through an analysis of global research, the study identified key areas where menstrual health is overlooked. The findings show that 38% of women aged 15 to 45 reported menstrual symptoms that significantly disrupt daily activities, including work. This connection between menstrual health and workplace performance underscores the necessity for businesses to recognize and address these issues.
Identifying Core Challenges
Three major themes emerged from the research: the overall impact of menstrual health on women’s quality of life, the effects of menstrual symptoms on absenteeism and presenteeism, and the current lack of supportive organizational practices. Professor Karen Johnston, a researcher at the university, stressed that menstrual health remains underexplored in medical literature. She noted, “While menopause awareness has increased, menstrual health and related issues are still not widely understood.”
The study found that organizations that actively support menstrual health see benefits in employee productivity and retention. Employees who feel supported are likely to take fewer sick days and engage more fully in their roles. Despite this, only 18% of organizations offer any form of menstrual health support within their well-being programs, and just 12% provide dedicated resources for menstrual health.
Recommendations for Inclusive Workplaces
Lead author Amtullah Oluwakanyinsola Adegoke urged companies to openly acknowledge that menstruation is a natural part of life. “As members of society, their needs should be acknowledged as part of the life cycle,” Adegoke stated. The research advocates for the introduction of supportive measures such as menstrual leave, flexible working arrangements, and open conversations about menstrual health.
In the UK, there is currently no legal requirement for paid menstrual leave, meaning employees typically rely on standard sick leave when experiencing severe symptoms. The study emphasizes that organizations should integrate discussions about menstrual health into their health and well-being agendas, encouraging training and awareness initiatives.
Professor Johnston concluded, “It shouldn’t be a taboo topic. Organizations should explore ways to support employees experiencing severe menstrual problems.” The findings call for more extensive research into organizational practices that can better accommodate women facing these health challenges.
For more information, refer to the article by Amtullah Oluwakanyinsola Adegoke et al, titled “Menstrual discrimination: period pain, productivity and performativity,” published in the journal Equality, Diversity and Inclusion in March 2025.
