Menstruation is a natural biological process, yet in many workplaces, it remains a taboo subject. This silence can have real consequences such as affecting employee wellbeing, engagement, and retention, and it underscores the need for a supportive workplace culture. Building a culture where periods can be discussed openly, respectfully, and without embarrassment isn’t just progressive – it’s essential.
Normalising the conversation helps reduce stigma, supports employee wellbeing, and creates a more equitable environment. Employers and HR professionals have an opportunity to lead this cultural shift by putting inclusive policies in place, offering practical support, and encouraging open dialogue.
Why Addressing Menstruation in the Workplace Matters
According to the Chartered Institute of Personnel and Development (CIPD) report on menstruation and support at work, 53% of employees who menstruate have had to take time off work due to their periods. This statistic highlights the importance of employers recognising that menstrual health can impact attendance, and that appropriate support should be built into workplace policies. While employees are not required to share personal medical details, clearly stating that menstrual symptoms are a valid reason for absence can help individuals feel understood and supported. Acknowledging this within official policies contributes to a more inclusive and empathetic workplace culture without compromising anyone’s privacy.
By actively supporting menstrual health, businesses can create meaningful change across their organisation. Addressing menstrual health in the workplace can lead to:
- Higher engagement: When employees feel supported, they’re more likely to stay motivated and productive.
- Improved retention: Inclusive practices show employees they’re valued, encouraging them to stay.
- Greater equity: Supporting menstrual health creates a level playing field for those affected by conditions like endometriosis or PMDD.
How Employers Can Lead the Change
Open conversations about menstruation don’t just happen – they need to be encouraged, supported and modelled by leadership. Here are some ways businesses can begin shifting the culture:
1. Start with Awareness and Education
Introduce training for managers to build understanding around menstrual and reproductive health and how these can affect employee’s working lives. This training should cover how symptoms of conditions like endometriosis, PMDD and polycystic ovary syndrome, as well as general menstrual health, can impact attendance, concentration and wellbeing. It can also help managers to recognise that low mood, fatigue or fluctuations in performance may be linked to hormonal changes, not lack of engagement.
Sessions should be inclusive and, where possible, led by qualified health professionals to ensure accuracy and sensitivity. The focus is on creating a supportive, informed environment – without placing pressure on employees to disclose personal health details.
This is particularly important as many employees need time off for medical appointments related to their menstrual health, which underscores the importance of supportive and flexible workplace policies. Ongoing research also plays a key role in highlighting the effects of menstruation on wellbeing and shaping effective approaches, such as menstrual leave. By offering education and support, businesses can enhance both employee wellbeing and overall productivity.
2. Introduce Period-Friendly Policies
Introduce policies that acknowledge and support menstrual needs to help remove stigma and foster inclusivity. These might include offering flexible or remote working options on more challenging days, allowing employees to take short breaks without judgement, and enabling them to use paid leave or sick leave when experiencing difficult menstrual symptoms. It also means ensuring that sanitary facilities are clean, private, and well-stocked. Implementing reasonable adjustments, such as these supportive policies, can significantly enhance employee wellbeing.
Formalising this support ensures employees know what’s available to them and that their health is a recognised priority. Flexible working arrangements and awareness-raising activities can further create a more inclusive work environment.
3. Provide Free Period Products
One of the simplest yet most impactful changes is offering free period products and sanitary wastebins in all washrooms. This not only offers practical support but also ensures employees have access to essential items, sending a strong message of inclusivity and dignity in the workplace.
Citron Hygiene partners with Aunt Flow to supply businesses with easily accessible, organic, and sustainable period care products, ensuring both discretion and hygiene. Offering free period products is a key step in addressing menstruation and menstrual health at work. Promoting period-friendly practices is essential for fostering a supportive and inclusive workplace, benefiting both employees and the organisation.
It’s also important to make period products available in all washrooms, not just women’s, to ensure that trans and non-binary individuals who menstruate are equally supported.
4. Use Inclusive Language
Language plays a crucial role in creating an inclusive workplace. Avoid euphemisms or gendered assumptions when discussing menstruation. Using terms like “people who menstruate” or “employees experiencing their period” is more inclusive and better reflects the diversity of those affected.
Creating an inclusive culture is essential to supporting all employees who experience menstrual health issues. Make sure to update internal documents, policies, and training materials to align with this inclusive language approach.
Leading with Empathy and Action
Supporting menstruation in the workplace is not about offering special treatment—it’s about fairness, dignity, and enabling everyone to perform at their best. When businesses proactively tackle menstrual stigma and provide practical support, they foster an environment where employees feel seen, valued, and empowered.
It’s crucial for organisations to support employees by creating a supportive environment that addresses their health needs effectively. These changes are not just good for people, but they’re good for business. The benefits of implementing supportive practices include improved job satisfaction, productivity, and a more inclusive work environment.
Ready to build a more inclusive workplace?
Contact our team to learn how Citron Hygiene can help you support menstrual health at work with the right hygiene solutions and period care products.
