A recent study from the University of Portsmouth reveals a significant gap in workplace policies regarding menstrual health, highlighting its detrimental effects on women’s well-being, attendance, and productivity. Published on November 30, 2025, in the journal Equality, Diversity and Inclusion, the research is the first to systematically assess the impact of severe menstrual symptoms in professional environments.
Periods remain a taboo subject in many cultures, often discussed under the euphemism of “feminine hygiene.” This societal discomfort is reflected in media representations, where advertisements for menstrual products are heavily regulated, leading to diminished conversations about menstruation and women’s health. The study aims to challenge these norms by presenting evidence of how menstrual health directly affects workplace dynamics.
Key Findings on Menstrual Health in the Workplace
The research analyzed global studies and identified common themes relating to menstrual health challenges faced by women. Alarmingly, it found that approximately 25% of women experience severe menstrual symptoms, which can include cramps, breast tenderness, mood swings, headaches, fatigue, and back pain. More serious conditions highlighted include heavy bleeding, painful periods, and disorders like endometriosis and fibroids.
A survey involving over 42,000 women aged 15 to 45 revealed that 38% reported menstrual symptoms severe enough to interfere with daily activities, including work. This underscores the critical link between menstrual health and workplace performance.
The study identified three primary themes: the impact of menstrual health on women’s overall well-being, the phenomena of presenteeism and absenteeism, and the existing organizational practices—or lack thereof—regarding menstrual health inclusion programs.
Professor Karen Johnston from the university’s School of Organizations, Systems and People, stated, “Menstrual health remains a largely neglected area of research. While menopause has gained more attention in the U.K., menstrual health continues to be underexplored.” Her comments emphasize the need for a broader understanding and advocacy for menstrual health in workplace environments.
Implications for Workplace Policies
The findings reveal that employees who receive support for menstrual health are more productive, take fewer sick days, and tend to remain in their roles longer. An alarming 18% of organizations include any form of menstrual health support in their well-being initiatives, with only 12% offering dedicated support. This indicates a significant oversight in workplace health policies, despite the clear evidence of its impact on women’s health and productivity.
Amtullah Oluwakanyinsola Adegoke, the lead author of the study, emphasized the importance of acknowledging menstruation as a natural part of life. “As members of society, their needs should be acknowledged as part of the life cycle,” Adegoke said. She noted that while discussions surrounding menopause are increasing, menstrual health and conditions such as endometriosis remain poorly understood and inadequately addressed.
The study advocates for the introduction of supportive measures including menstrual leave, flexible working arrangements, access to hygiene products, and fostering open conversations about menstrual health. In the U.K., there is currently no legal requirement for paid menstrual or “period” leave, which often forces employees to rely on standard sick leave.
Professor Johnston concluded by stating, “It shouldn’t be a taboo topic—it should be part of an organization’s health and well-being agenda.” The research calls for further investigation into organizational practices that better support women experiencing severe menstrual health issues at work.
The study serves as a crucial step towards creating more inclusive and supportive workplaces, ensuring that the needs of women regarding menstrual health are recognized and addressed.
For further details, refer to the publication: Amtullah Oluwakanyinsola Adegoke et al, “Menstrual discrimination: period pain, productivity and performativity,” published in Equality, Diversity and Inclusion: An International Journal (2025). DOI: 10.1108/edi-12-2024-0591.
