Menstruation affects millions of women worldwide, but its impact on work productivity and workplace dynamics is rarely discussed openly. Recent studies, however, are beginning to shed light on how significant this impact can be and what can be done to address it. Here, we explore how menstruation can affect women at work, drawing on extensive research to offer a detailed look at the challenges and potential solutions.

Key Findings from Recent Studies

Prevalence of Symptoms:

• Approximately 79% of the women surveyed reported experiencing symptoms of menstruation that affect their daily activities and work.

Impact on Work:

• 69% of respondents noted a negative impact on their work due to menstrual symptoms.

• This figure rises to 81% for those with diagnosed menstrual health conditions such as endometriosis, PCOS, or PMDD.

Absence from Work:

• More than half (53%) of the women had been unable to go into work at some point because of their symptoms.
• A small percentage (4%) reported this occurrence almost every month.

Disclosure Challenges:

• Only 20% of the women always tell their manager that their absence is related to their menstrual cycle.
• About 49% mentioned they never disclose the real reason for their absence due to fears of trivialization and embarrassment.

Support in the Workplace:

• Only 12% of organizations provide specific support for menstruation and menstrual health.
• The most common types of support available include free period products (18%), paid sick leave (15%), and paid time off for medical appointments (12%).

Desired Support:

• Employees expressed a strong desire for more supportive measures such as planned flexible working and additional breaks during menstruation, though less than 10% currently have access to these types of support.

Workplace Leaving Intentions:

• Overall, 3% of women stated they have left a job due to a lack of workplace support regarding menstrual symptoms.
• An additional 5% are considering leaving their current positions for the same reasons.

Discrimination:

• About 7% of respondents feel they have been discriminated against at work because of menstrual symptoms.
• Discrimination rates are higher among those with a disability (11%) and those with male managers (8% compared to 4% with female managers).

The Need for Change

The statistics highlighted above demonstrate a clear need for change within workplace policies regarding menstruation. Many women are negatively impacted by menstrual symptoms at work, and the lack of support and understanding can lead to significant personal and professional consequences. By addressing these issues through more comprehensive support systems, companies can improve the wellbeing of their employees and enhance overall productivity.

Recommendations for Supportive Workplace Practices

Policy Development:

• Organizations should consider implementing specific policies that acknowledge and support menstrual health. This could include providing menstrual leave or more flexible work arrangements to accommodate those who experience severe symptoms.

Provision of Sanitary Products:

• Keeping a stock of sanitary products in workplace restrooms can alleviate some anxiety and provide a practical support system for menstruating employees.

Education and Awareness:

• Conducting educational sessions to destigmatize menstruation and inform both employees and management about the challenges can foster a more supportive environment.

Creating Supportive Infrastructure:

• Facilities like private rest areas can be invaluable for employees dealing with severe symptoms, providing them space to manage their needs discreetly and comfortably.

Conclusion

It's clear from the data that menstruation can have a profound impact on women's experiences in the workplace. As we move forward, it's crucial for employers and policymakers to consider these findings and work towards creating a more inclusive and supportive work environment for all women. This will not only help in retaining talent but also ensure a healthier, more productive workforce.

Many women in the workplace are either menstruating, transitioning into menopause, or actively experiencing it. For more comprehensive insights, please refer to our report titled Menstruation and Menopause at Work: Impact and Support.