Practical Strategies to Support Menstrual Health at Work

According to the CIPD, approximately 69% of employees who experience menstruation symptoms report negative impacts at work. These impacts affect their work performance and wellbeing.

Menstrual health is an essential aspect of overall wellbeing that often goes overlooked in the workplace. As employers, it’s crucial to recognise the impact of menstruation on employees and take steps to create a supportive environment. Here are some practical tips and insights to help you support menstrual health in your workplace.

Understanding Menstrual Health

Menstruation is a natural bodily process. It can come with various physical and emotional symptoms, including cramps, fatigue, and mood swings. For some, conditions like endometriosis, polycystic ovary syndrome (PCOS), and premenstrual dysphoric disorder (PMDD) can worsen these symptoms. This makes it challenging to sustain productivity and wellbeing at work. It can be experienced by women, transgender and non-binary people.

Why Support Matters

Supporting menstrual health in the workplace is not just about compassion; it’s also about fostering an inclusive and productive work environment. When employees feel understood and supported, they will feel engaged, motivated, and loyal to the organisation.

Practical Tips for Employers

Create a Menstrual Leave Policy: Consider implementing a menstrual leave policy. This policy allows employees to take time off when needed, which they can do without stigma or penalty.
Offer Flexible Working Arrangements: Allow remote work, flexible hours, or compressed workweeks to help employees manage their symptoms more effectively.
Offer Access to Period Products: Make sure that free period products are available in toilets. This can help reduce stress and inconvenience for employees.
Supply Menstrual First Aid: Equip your workplace with heating pads, pain relief medication and other comfort items. These will help employees manage symptoms during work hours.
Encourage Open Communication: In a CIPD survey, 49% never reveal to their employers that their absence is due to their menstrual cycle. Encourage employees to share this information. Foster a culture where employees feel comfortable discussing menstrual health issues without fear of judgment or embarrassment.
Invest in Practical Furniture and Uniforms: Offer ergonomic furniture. Supply comfortable uniforms, and have spares of various sizes in the workplace. These can help employees feel more at ease during their menstrual cycle.
Review Absence and Sick Leave Policies: Adapt policies to be more flexible and accommodating for employees experiencing severe menstrual symptoms.
Give Access to Healthcare: Offer health benefits that include access to gynaecologists. Offer access to other specialists who can give support and treatment for menstrual health conditions.

Legislation to Be Aware Of

Employers should be aware of UK legislation that supports menstrual health in the workplace:

Equality Act 2010:

Disability Discrimination – Menstrual health conditions like polycystic ovary syndrome (PCOS), fibroids, and endometriosis are not considered protected characteristics. They are also not automatically classified as disabilities under the Equality Act 2010. They may be considered disabilities if they have a significant adverse effect that lasts long-term. This impact must affect a person’s ability to carry out normal day-to-day activities. Employers must make reasonable adjustments to support employees with such conditions.

Sex Discrimination – Any unfair treatment against an employee because of their gender could be classed as discrimination.

Examples; Treating an employee less favourably because of their menstrual health condition. For instance, if an employee is denied a promotion. This may happen due to taking time off for severe menstrual symptoms (Direct). Implementing policies or practices that disadvantage employees with menstrual health conditions. For example, a strict attendance policy may not account for menstrual health-related absences. This could disproportionately affect those with severe symptoms (Indirect).

Health and Safety at Work Act 1974: Employers must guarantee the health, safety, and welfare of employees. This includes providing a safe and supportive environment for those with menstrual health issues.
Sickness Absence Management: Employers should manage sickness absence according to their policies and UK employment law. This includes providing statutory sick pay and considering reasonable adjustments for employees with menstrual health conditions.

Building a Supportive Culture

Creating a supportive culture starts with leadership. Managers and HR professionals should lead by example, showing empathy and understanding towards menstrual health issues. Training sessions are essential. They help educate the entire workforce about the importance of menstrual health. Awareness programs explain how to support colleagues effectively.

Five women sit in a circle, engaged in a serious conversation. One woman looks upset while another comforts her with a hand on her shoulder. The setting appears to be a therapy or support group meeting in a bright room.

Conclusion

Supporting menstrual health in the workplace is a vital step towards creating an inclusive and compassionate work environment. Employers can help their employees manage menstrual health challenges by implementing these practical tips. They can also foster a culture of understanding so employees thrive both personally and professionally.

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