The study highlights the lack of research around menstrual health, highlighting the impact it can have on those in the workplace
This research is the first to carefully study how severe menstrual symptoms affect women at work
Researchers call for more inclusive workplaces by introducing supportive measures such as menstrual leave, flexible working and access to hygiene products
New research from the University of Portsmouth reveals how overlooked menstrual health is in the workplace, highlighting its significant impact on women's wellbeing, attendance, productivity and inclusion.
Published in Equality, Diversity and Inclusion , the study is the first to systematically examine the impact of severe menstrual symptoms at work, uncovering a major research gap and underscoring the need for inclusive policies to better support employees.
Within many societies - including at school and in the workplace - periods are seen as a taboo topic, often referred to as "feminine hygiene" which can make it feel uncomfortable to discuss. This is reinforced by the media as adverts for feminine hygiene products are tightly controlled and often limited, which can reduce or stop discussions about menstruation and women's bodies.
The study, which analysed global research, looked for common themes, and combined the findings to show the different menstrual health challenges women face at work.
It highlighted how little research exists on the impact of menstrual health in the workplace, despite showing that 25 per cent of women experience severe symptoms. These included cramps, breast tenderness, mood changes, headaches, fatigue, and back pain alongside more serious conditions such as heavy bleeding, painful periods, anaemia, irregular cycles, or conditions such as fibroids and endometriosis.
While analysing previous data, the researchers found a survey of over 42,000 women aged 15 to 45, which revealed that one in three (38 per cent) experienced menstrual symptoms severe enough to interfere with daily activities, including work, indicating the link between menstrual health and workplace performance.
During the research, three key themes were identified:
Impact on women's workplace wellbeing and overall quality of life
Menstrual health symptoms, presenteeism and absenteeism in the workplace
Organisational practices, policies and menstrual health inclusion programmes
Professor Karen Johnston from the University's School of Organisations, Systems and People , said: "Menstrual health remains a largely neglected area of research. The majority of existing studies in medical journals focus on clinical aspects, highlighting the need to use menopause research to support the argument for menstruation. Although other topics have received increased attention in the UK, menstrual health continues to be underexplored."
The study also found that supported employees are more productive, take fewer sick days, stay in their roles longer, and engage more, underscoring why this issue needs to be taken seriously as the impact can also lead to depression, poor concentration, reduced performance, and an overall negative effect on women's wellbeing at work.
The findings further revealed that only 18 per cent of organisations include some form of menstrual health support within their wellbeing initiatives, and just 12 per cent provide dedicated menstrual health support, highlighting how much menstrual health affects women and emphasising the need for improved understanding, training, and policy support.
Lead author Amtullah Oluwakanyinsola Adegoke, said: "We need to recognise that women and girls menstruate - it's a natural part of life. As members of society, their needs should be acknowledged as part of the life cycle. While menopause awareness has grown, menstrual health and endometriosis are still not widely understood."
The study emphasised the importance of creating more inclusive and healthy workplaces by introducing supportive measures such as menstrual leave, flexible working, access to hygiene products, and encouraging open conversations. In the UK, there is no legal requirement for paid menstrual or "period" leave, so employees must typically use standard sick leave.
It also called for more research to identify organisational practices that better support women experiencing severe menstrual health issues at work.
"It shouldn't be a taboo topic - it should be part of an organisation's health and wellbeing agenda. Alongside training, organisations should explore flexible working and ways to support employees experiencing severe menstrual problems," added Professor Johnston.
