New Research Advocates for Menstrual Health in Workplaces

New research from the University of Portsmouth highlights the overlooked issue of menstrual health in workplaces, revealing its significant impact on women’s well-being, attendance, and productivity. Published in the journal Equality, Diversity and Inclusion, this study systematically examines how severe menstrual symptoms affect work life, identifying a critical gap in existing research and underscoring the need for more inclusive workplace policies.

Across many cultures, menstruation remains a taboo subject, often referred to as “feminine hygiene.” This stigma makes discussing menstrual health uncomfortable, with media representation of menstrual products heavily regulated, further silencing these vital conversations. The research analyzed global studies, uncovering common themes related to the challenges women face regarding menstrual health at work.

The findings reveal that approximately 25% of women experience severe menstrual symptoms, which include cramps, fatigue, and mood changes. Furthermore, a survey of over 42,000 women aged 15 to 45 found that nearly 38% reported symptoms severe enough to interfere with daily activities, including their professional responsibilities.

Key Findings on Menstrual Health Impact

The research identified three major themes affecting women’s experiences at work:

1. Menstrual health’s influence on overall well-being and quality of life
2. The connection between menstrual symptoms, presenteeism, and absenteeism
3. Organizational practices and the effectiveness of menstrual health inclusion programs

Lead researcher Amtullah Oluwakanyinsola Adegoke stated, “We need to recognize that women and girls menstruate—it’s a natural part of life. Their needs should be acknowledged as part of the life cycle.” The study emphasizes that organizations lacking support for menstrual health may see decreased productivity, higher absenteeism, and a negative impact on women’s mental health, including potential depression and poor concentration.

Despite these findings, only 18% of organizations currently incorporate menstrual health support into their well-being initiatives, and a mere 12% offer dedicated resources for menstrual health. This lack of attention highlights the necessity for enhanced understanding, training, and policy support within workplaces.

Calls for Improved Support Measures

Professor Karen Johnston, from the university’s School of Organizations, Systems, and People, emphasized that menstrual health remains a largely neglected aspect of workplace research. While awareness around menopause has increased, menstruation continues to be underexplored. She called for organizations to integrate menstrual health into their health and well-being agendas.

The study suggests introducing measures such as menstrual leave, flexible working arrangements, and access to hygiene products, fostering open conversations about menstrual health. In the U.K., there is currently no legal obligation for paid menstrual leave, meaning employees generally rely on standard sick leave options.

“As it stands, menstrual health should not be a taboo topic,” Professor Johnston added. “Organizations must explore flexible working options and consider how to support employees experiencing severe menstrual discomfort.”

The research serves as a rallying cry for businesses to acknowledge and address menstrual health, advocating for policies that not only promote inclusivity but also enhance overall workplace productivity and employee satisfaction. Further studies are needed to identify organizational practices that effectively support women facing severe menstrual health challenges.

For more information on the study, refer to the publication: Amtullah Oluwakanyinsola Adegoke et al, Menstrual discrimination: period pain, productivity and performativity, Equality, Diversity and Inclusion: An International Journal (2025). DOI: 10.1108/edi-12-2024-0591.