New research from the University of Portsmouth highlights the often-overlooked issue of menstrual health in the workplace, showing its significant effects on women’s well-being, attendance, and productivity. The study, published in the journal Equality, Diversity and Inclusion, is the first of its kind to systematically analyze the impact of severe menstrual symptoms on work performance, revealing a critical gap in current workplace policies.
Periods are frequently treated as a taboo topic, both in society and the workplace. This stigma often leads to discomfort around discussing menstruation openly. The limited portrayal of menstrual health in the media, where advertisements for hygiene products are tightly regulated, further compounds this issue.
The research combined findings from various global studies and identified recurring themes regarding menstrual health challenges faced by women at work. Alarmingly, it found that 25% of women suffer from severe symptoms, which include debilitating cramps, mood changes, fatigue, and more serious health conditions like fibroids and endometriosis.
A survey involving over 42,000 women aged 15 to 45 revealed that 38% of participants experienced menstrual symptoms severe enough to disrupt their daily activities, including work. This connection between menstrual health and workplace performance underscores the necessity for organizations to adopt more inclusive practices.
Key Findings and Themes
The study identified three major themes:
1. **Impact on Women’s Well-Being:** Menstrual health significantly affects women’s overall quality of life and workplace experience.
2. **Presenteeism and Absenteeism:** Symptoms can lead to decreased productivity, as women may attend work but struggle to perform due to discomfort.
3. **Policy Gaps:** Only 18% of organizations offer any form of menstrual health support, while just 12% provide dedicated assistance.
According to Professor Karen Johnston, who led the research, “Menstrual health remains a largely neglected area of research.” Most existing studies focus on clinical aspects, leaving a gap in understanding how these issues affect women’s work lives. Johnston emphasized the need for organizations to recognize menstruation as a natural part of life and to incorporate menstrual health into broader health and well-being agendas.
The findings also indicated that employees who receive support related to menstrual health are more productive, take fewer sick days, and tend to stay longer in their roles. This support is crucial as menstrual health issues can lead to depression, poor concentration, and diminished performance in the workplace.
Recommendations for Inclusive Practices
The research calls for the implementation of supportive measures such as menstrual leave, flexible working arrangements, and access to hygiene products. In the U.K., there is currently no legal requirement for paid menstrual leave, forcing employees to use standard sick leave for menstrual-related issues.
Lead author 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 concluded that more research is needed to identify effective organizational practices that support women experiencing severe menstrual health issues. Professor Johnston added, “It shouldn’t be a taboo topic—it should be part of an organization’s health and well-being agenda.”
By fostering open conversations and creating supportive environments, organizations can significantly improve the workplace experience for women. This research serves as a vital step in addressing the critical issue of menstrual health and promoting greater inclusion within the workplace.
