[co-author: Meg Royston]

SUMMARY

This article focuses on the impact that menstruation can have on an employee’s ability to work in the workplace generally, the social stigmas preventing open discussions about menstruation in the workplace and how employers can support those who experience this.

Note that any references to a ‘woman’, ‘women’ or ‘female(s)’ in this blog are intended to be gender inclusive and also include members of the non-binary and transgender community who menstruate.

WHAT CAN EMPLOYERS DO to help with menstruation in the workplace?

It is safe to say that there is stigma attached to talking openly about menstruation, despite it affecting half of the world’s population for a very significant part of their life. However, the above statistics might encourage employers to support their workforce through menstruation as a health and safety matter.

Given how many people experiencing menstruation report feeling unsupported at work and unable to be honest about the reason for needing time off, creating an open working environment where these issues are de-stigmatised is likely to help with concerns around experiencing symptoms in the workplace. De-stigmatisation and an awareness of how menstruation can affect women is important to making female employees feel supported and valued at work and to promote gender inclusivity. This also benefits the employer, as staff are generally likely to be more productive and have less time off work if supported. The employer is also likely to benefit from understanding the real reason for a female employee’s absence (which could be a monthly occurrence), as this could help to foster more trusting working relationships.

Since the Covid-19 pandemic, the way we work has fundamentally changed and many employers now recognise the benefit of offering hybrid working. This form of flexibility is beneficial to employees who are experiencing menstrual difficulties, as this can help to alleviate concerns around showing symptoms in the office or experiencing pain in public. This is something that employers should bear in mind and be flexible (where possible) when considering supporting staff. However, we should not forget that hybrid working is only possible for about one third of the UK workforce.

Depending on the nature of the work, employers could also consider making changes to its uniform (if there is one). Wearing white trousers or skirts is likely to provoke feelings of anxiety about leakage when menstruating, which may affect an employee’s productivity.

The following points may also be considered as measures to support female employees:

• Providing ‘rest rooms’ where those experiencing symptoms such as fatigue, cramps or nausea can take time out to rest;
• Providing back supports and making period and pain relief products readily available in the office;
• Ensuring that there are sanitary bins in all toilets, so that trans men and non-binary members of staff also have access; and
• Ensuring that employees are aware that menstruation is not a taboo, difficult or embarrassing subject, and encouraging openness through raising awareness and perhaps training.

To sum up, there are plenty of steps that proactive employers could take to offer support to staff during menstruation. However, the most important step is likely to be creating a working environment where open conversations can be had about menstruation, so that managers and other colleagues are aware of what this means and are equipped with the required information to be able to offer support.

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