Research from the University of Portsmouth has unveiled significant insights into the overlooked issue of menstrual health in the workplace. Published on November 30, 2025, in the journal Equality, Diversity and Inclusion, the study highlights the profound effects of menstrual symptoms on women’s well-being, attendance, and productivity, calling for more inclusive workplace policies.
The study is the first to systematically explore the impact of severe menstrual symptoms at work, revealing a notable research gap that underscores the necessity for organizations to support their employees effectively. In many cultures, including professional environments, menstruation remains a taboo subject. This stigma can lead to discomfort when discussing menstrual health, often relegated to terms like “feminine hygiene.” Media representations further diminish open dialogue, as advertising for menstrual products is typically restricted.
The researchers analyzed global data, identifying persistent themes surrounding menstrual health challenges women face at work. Alarmingly, the findings indicate that approximately 25% of women experience severe menstrual symptoms, such as cramps, fatigue, and mood changes. More serious conditions, including heavy bleeding and endometriosis, also contribute to the challenges.
A survey involving over 42,000 women aged 15 to 45 revealed that nearly one in three—38%—encounter menstrual symptoms severe enough to disrupt their daily activities, including work. This connection between menstrual health and workplace performance is critical, yet rarely addressed.
Key Themes and Organizational Responses
The research identified three key themes: the impact of menstrual health on women’s well-being, the relationship between menstrual symptoms and workplace absenteeism or presenteeism, and the need for organizational practices that promote menstrual health inclusion.
Professor Karen Johnston from the University’s School of Organizations, Systems and People, emphasized the neglect of menstrual health in research. “The majority of existing studies in medical journals focus on clinical aspects,” she noted. “Menstrual health continues to be underexplored, despite the growing awareness surrounding menopause.”
The study further highlighted that employees who receive support for menstrual health are likely to be more productive, take fewer sick days, and remain in their roles longer. Conversely, neglecting this issue can lead to serious ramifications, including depression and decreased workplace performance.
Despite the evident need, only 18% of organizations include any form of menstrual health support in their well-being initiatives, while just 12% provide dedicated menstrual health assistance. This stark lack of attention calls for improved understanding and policy support to address women’s needs effectively.
Creating Inclusive Workspaces
Lead author Amtullah Oluwakanyinsola Adegoke stressed the importance of recognizing menstruation as a natural part of life. “While awareness of menopause has grown, menstrual health and conditions like endometriosis are still not widely understood,” she stated.
To foster more inclusive and healthy workplaces, the study advocates for measures such as menstrual leave, flexible working arrangements, access to hygiene products, and open discussions about menstrual health. Currently, in the U.K., there is no legal requirement for paid menstrual leave, forcing employees to rely on standard sick leave.
Professor Johnston added, “It shouldn’t be a taboo topic; it should be part of an organization’s health and well-being agenda.” The study’s findings call for further research to identify best practices that can support women experiencing severe menstrual health issues at work.
As organizations begin to recognize the importance of menstrual health, implementing supportive policies can not only improve employee well-being but also enhance overall workplace productivity and inclusivity.
