Menstruation, menstrual health and menopause in the workplace

By offering appropriate support around menstrual health-related symptoms and conditions in the workplace, employers can enable employees to work at their best, minimise absence and prevent the loss of key talent.

Steps for workplace menstruation and menstrual health support

Build an open and inclusive culture

Employers must develop a workplace culture that encourages open conversations and psychologically supportive conditions. Employees working in such an environment are more likely to talk about menstrual health-related symptoms and conditions, as well as specific physical or mental health symptoms, or ask for adjustments to enable them to continue working without fearing criticism, ridicule, or discrimination.

Staff should feel able to talk and be comfortable approaching colleagues and human resources with the knowledge they will be listened to and receive appropriate support and understanding.

Raise awareness and end the taboos and stigma

There are several ways an employer can raise menstrual health awareness in the workplace, including:

• Gain buy-in and support from senior managers. This commitment helps to foster positive attitudes towards menstruation and menstrual health conditions.
• Provide facilities where employees can access menstrual products.
• Establish a staff network supported by allies where people can meet to discuss issues, and challenges and share experiences.
• Acknowledge menstrual health as a normal life experience in wellness discussions or blogs.
• Promote and engage with specific days or weeks for dedicated menstrual health issues.
• Consider developing a menstruation and menstrual health policy and ensure employees know about it and can easily access it.

Provide training and support for line managers

Tailored training for line managers on menstrual health will ensure they are confident and comfortable discussing it in the workplace. They will also better understand the impact on those employees with ongoing menstrual health conditions and how challenges should be addressed sensitively and confidentially.

Ensure line managers are trained to support all employees based on individual needs and know where to go for further information or support, for example, human resources, health and safety, occupational health, and external providers.

Managers should be alert to and act swiftly to address inappropriate jokes, remarks, or banter on menstruation and menstrual health in the workplace.

Employers should respect that menstrual health is a private matter for some employees, even as they strive to normalise it as a topic of conversation in the workplace.

Practical support and workplace policies

In many cases, menstruation will be self-managed by the employee privately without needing workplace support. However, there are ways in which an employer can make the workplace supportive. These include:

• access to well-maintained toilets, washrooms or changing facilities
• provide easy and free or subsidised access to menstrual products as well as hygienic disposal in all toilets and changing facilities
• provide fresh drinking water and facilities to make hot drinks
• consult with employees on uniform design
• have a spare supply of uniforms, of diverse sizes
• ensure suitable rest breaks between shifts
• offer flexible working arrangements, including location and tasks
• review risk assessment, where these are deemed necessary
• introduce workplace menstruation champions with relevant training and resources
• offer access to a quiet space for short breaks, if needed, during the working day
• staff health and wellbeing surveys to include menstrual health to ensure workplace needs are being met
• implement a menstruation and menstrual health policy with input from employees and, where applicable, workplace representatives
• cross reference the menstruation and menstrual health policy with other relevant workplace policies, such as those relating to health and wellbeing, menopause transition, sickness absence, performance management, and flexible working to ensure a fair and consistent approach

Performance and absence management

It is important to avoid assuming that an employee's performance may be affected by their menstrual health or symptoms. However, it is worth acknowledging that women may experience a range of uncomfortable symptoms that can be challenging, particularly while at work. Performance management should focus on supporting employees to perform their best, including addressing any underlying health issues.

Absence management policies that include trigger points are likely to be of concern to employees with long-term menstrual health conditions. A flexible and individualised approach can prevent presenteeism and avoid unfairly penalising employees with ongoing menstrual health conditions.

Monitor and review

You should monitor and review the effectiveness of workplace policies and procedures to ensure they are aligned with other relevant policies, remain fit for purpose, and are communicated to all line managers and staff.