Employee health and wellbeing is at the top of the business agenda, arguably now more so than ever in response to changing attitudes brought about by the pandemic.
While great strides have been made in recent years to raise awareness around conditions such as mental health, there remains a notable stigma surrounding menstruation and the symptoms of premenstrual syndrome (PMS) among the UK workforce.
Research featured in the British Medical Journal found that on average, women lose nearly nine days of productivity annually as a result of period-related symptoms.
Interestingly, the study – which surveyed a sample of 30,000 women – found that only approximately one of these days was lost because an employee took time off work. Instead, presenteeism – otherwise known as the act of being at work but without being productive – accounted for the balance of roughly eight days lost in total throughout the year.
Studies carried out by Bloody Good Period have also shown that 89% of respondents have experienced anxiety or stress in the workplace due to their period, and a quarter believe that taking time off because of menstrual health issues has impacted their career progression. A startling 4% don’t ever have access to toilets or breaks whilst at work.
Despite menstruation being a natural part of the life cycle from adolescence, there remains a stigma around menstrual health in the workplace with an alarming number of employees feeling unable to talk to their employers regarding their menstrual health, or to take time off when needed.
It is time that we began acknowledging the impact of menstrual health in a similar vein to other health conditions, and act accordingly to provide support where possible.
Leading the way
The government recently published its first ever Women’s Health Strategy, in which it unveils a vision for a new healthcare system. One of the five themes of the strategy is health in the workplace, and one of its priority areas is menstrual health and gynaecological conditions.
But some organisations have already begun taking matters into their own hands by announcing their strategies to support menstrual health in the workplace.
In early 2022, Wickes announced the launch of their campaign aimed at removing the stigma and stress around menstruation at work. The home improvement retailer is proposing to provide complimentary period products across all stores, distribution centres and office spaces to staff who require them or need one-off supplies. As part of its wider focus on diversity and inclusion, the business is also proposing to educate staff on how they can be more “period positive”.
There are a number of advantages for employees, employers and society to breaking the stigma around menstrual health in the workplace. Not only will this help to attract and retain talented individuals, which is particularly important given the current candidate shortage, but a positive culture around reproductive health will inevitably lead to greater engagement from a workforce.
Taking practical steps
Ensuring that menstruating employees and employees with other conditions associated with menstrual health feel more comfortable in the workplace should be a collective mission. There are a range of practical steps that HR departments can take to re-set the dial. Awareness raising for all colleagues through training and education is an important first step.
Practical measures such as championing flexible working arrangements and allowing additional breaks could help employees manage their time to accommodate menstruation and any connected reproductive health issues without resulting in absenteeism or loss of productivity.
Making free period products available in the workplace, ensuring that employees have easy access to toilets when needed, providing hot water bottles, pain relief and hot drinks may also help.
Buy-in from senior management and leadership teams is vital if workplace culture on this issue it to change. In 2019, feminine care brand Intimina UK became one of the first companies in the UK to introduce HR policies based on its employees’ menstrual cycles. The firm introduced ‘menstrual care days’ to allow for changing levels of productivity caused by fluctuating hormones and allows employees to arrange meetings or work flexible hours based on their menstrual cycle.
Another pioneer in this space is Forward Action, a digital mobilisation agency that has developed a period policy to support its workforce and improve retention and productivity.
As a first step, the business established a steering committee that spanned all levels of seniority, and surveyed teammates to understand the impact of their periods in the workplace, and what they were looking for from the policy. They used the insight to draw up a policy centred around communication, which allows for flexibility in working arrangements alongside the provision of support and menstrual products to colleagues.
Employers could also consider introducing a menstrual leave policy, something that Bristol-based community organisation Coexist did a number of years ago. At the time, opinions were divided on whether menstrual leave was an effective way to support menstruating employees. The debate has been reignited more recently following the news that Spain is planning to introduce statutory menstrual leave of up to three days per month for painful periods.
Some argue that the introduction of menstrual leave - whether by legislation or voluntarily by employers - is not an effective way to manage the issues and runs the risks of further stigmatising menstruation. What is apparent from the debate, however, is that there is now increased public awareness and discussion about menstrual health.
Recent events in Scotland have also shone a light on menstrual health. On 15 August 2022 the Period Products Act (the Act) came into force in Scotland. Under the Act, councils and education providers are now required to provide period products for free, making Scotland the first national government in the world to do this. Around the same time, The Period Dignity Working Group in Tayside, Scotland, appointed a man as its first Period Dignity Officer. While the appointment of a man to this role is proving controversial, the introduction of the Act and the appointment of a Period Dignity Officer highlight ways in which employers could look to support their employees.
Raising awareness across teams
Providing complimentary period products in the workplace is a good start, however, there is still a lot of work to be done by employers to normalise the conversations around periods and to ensure that employees are supported within the workplace, to manage the impact of menstruation on them individually.
Beyond practical steps, employers must focus on developing a truly inclusive workplace, and education, training and conversation on the topic is key.
By increasing awareness around the impact that menstruation can have on the lives of employees, HR professionals can enable employees to receive the help and support they need. A healthy workplace culture will open up safe spaces for conversations, so that employees who are experiencing symptoms that may impact their day-to-day duties feel empowered to express their needs, leading to an engaged and loyal workforce and a reduction in absences relating to menstrual health.
Employers and HR leaders must be proactive in engaging with staff as the first step towards developing a truly inclusive working environment, and ensuring that no employee gets left behind, as we strive for further equality.
Contact us
Our Reproductive Health team, featuring a number of colleagues from our award-winning Employment team are experienced and well versed at supporting employers to implement changes in their workplace to better support employees with their menstrual health.
Please do get in touch with our experienced Reproductive Health Team if you have any queries.
This article contains a general overview of information only. It does not constitute, and should not be relied upon, as legal advice. You should consult a suitably qualified lawyer on any specific legal problem or matter.
