Understanding menstrual leave & periods in the workplace

What is menstrual leave, and why is it important?

In 2023 we should all feel comfortable talking about periods, however, the reality is many people who menstruate feel shame and embarrassment. Periods are a bodily function like being hungry or thirsty, but they still feel like a taboo subject.

According to research from DPG, almost half of workers who experience periods (48%) said there is a noticeable stigma around the issue at the organisation they work for.

This stigma leads to silence and a lack of support at work. Although not everyone will experience symptoms, supporting those who do will improve their wellbeing at work and minimise any impact on productivity and attendance.

Understanding the impact of period stigma

Period stigma is felt in numerous ways. Firstly, it impacts on health and wellbeing. The lack of empathy and openness around periods minimizes and dismisses period pain.

People who menstruate experience a range of medical issues from cramps to endometriosis and migraines but 57% of those who suffer have had to lie to their managers about the reason for sick days. If workers could speak honestly and openly, employers would be able to better support them in the workplace.

Secondly, one in ten menstruators have experienced derogatory comments about their period while at work, for example, saying, “It’s because she’s on the rag.”

Colleagues attributing someone’s mood, actions, or look to “that time of the month” adds to the stigma. Normalising periods will help to create an inclusive environment.

How to provide menstrual support in the workplace

There are several practical actions you can take to support your staff:

·       Think about a menstruation policy

Introducing policies around periods (and the menopause) empowers staff and supports their wellbeing and productivity.

Policies can cover menstrual leave which allows workers who experience painful menstrual symptoms options for remote work and a set number of paid-leave days every year.

The policy can also cover reasonable adjustments, flexible working, awareness raising activities and provision of facilities and products.

·       Provide access to period products

Provide free sanitary products and bins in toilets – this should be as normal as having access to toilet roll or soap. Ensure sanitary bins are in all toilet spaces so that non-binary and trans men have access.

·       Consider flexible working

Allow greater flexibility to make it easier for employees dealing with period pain and other menstrual symptoms. For example, working from home may help and is preferable to taking a whole day off.

·       Raise awareness of period support

As with other health and wellness issues, ensure managers have access to high-quality information about menstrual health.

Colleagues may be concerned about managing period pain at work or what support is available.

Foster an open and transparent culture and include messaging about period support in other workplace wellness communications. The Inclusion Passport is a tool that helps managers to have sensitive conversations with staff.

·       Provide rest breaks

Ensure adequate rest breaks to take medication or have a short rest.  Most people only need a relatively short amount of time to manage menstrual symptoms before being able to return to work.