New Research Uncovers Impact of Menstrual Health on Workplaces

New research from the University of Portsmouth highlights the overlooked issue of menstrual health in workplaces and its profound effects on women’s well-being, productivity, and overall inclusion. The study, published in the journal Equality, Diversity and Inclusion, marks a significant step in addressing a critical gap in research regarding the impact of menstrual symptoms on work performance.

The findings reveal that approximately 25% of women experience severe menstrual symptoms that can hinder their ability to perform at work. These symptoms include cramps, mood changes, fatigue, and more serious conditions such as endometriosis and anemia. Despite this, the topic remains largely taboo, often referred to in vague terms like “feminine hygiene,” which discourages open discussion.

The research, which analyzed global studies, found that 38% of women aged 15 to 45 reported menstrual symptoms severe enough to interfere with their daily activities, including work. This data underscores a significant connection between menstrual health and workplace effectiveness.

Key Findings on Menstrual Health in the Workplace

Three main themes emerged from the research: the impact on women’s overall quality of life, the relationship between menstrual health and absenteeism or presenteeism, and the need for inclusive organizational policies.

Professor Karen Johnston, a lead researcher at the university, emphasized the necessity of recognizing menstrual health as a vital area of study, stating, “The majority of existing studies focus on clinical aspects, highlighting the need to use menopause research to support the argument for menstruation.” While there has been increased awareness around menopause, menstrual health remains underexplored, which can lead to detrimental effects on women’s mental health and workplace engagement.

Moreover, the study found that only 18% of organizations currently provide any form of menstrual health support within their wellness initiatives, and a mere 12% offer dedicated resources for menstrual health. This lack of support can result in decreased workplace productivity and increased absenteeism, highlighting the urgent need for improved policies.

Recommendations for Inclusive Workplaces

The authors call for workplaces to adopt more inclusive measures, such as menstrual leave, flexible working arrangements, and access to necessary hygiene products. In the U.K., there is currently no legal requirement for paid menstrual leave, often forcing employees to use standard sick leave when they experience severe symptoms.

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.” She highlighted the importance of fostering an environment where conversations about menstrual health are encouraged, as this can lead to better support and understanding within organizations.

The research advocates for a shift in how menstrual health is perceived and managed in workplace settings. Professor Johnston concluded, “It shouldn’t be a taboo topic—it should be part of an organization’s health and well-being agenda.” Emphasizing the importance of training and policy support, the study encourages organizations to explore innovative practices that can better accommodate employees facing severe menstrual health challenges.

As society progresses towards greater inclusivity, addressing menstrual health in the workplace is essential for fostering a supportive environment that recognizes the diverse needs of all employees.