For millions of women, menstruation is an ordinary biological function.
Yet in the workplace, period pain and menstrual health are still too often treated as embarrassing subjects that should be hidden.
The evidence suggests this has real consequences.
A major study published in British Medical Journal Open, involving 32,748 women aged 15 to 45, found that more than 80% reported working or studying while experiencing menstrual symptoms that reduced their productivity. Researchers calculated that this represented an average loss equivalent to 8.9 productive days per year. Actual menstruation-related absence averaged 1.3 days per year.
Research by the Chartered Institute of Personnel and Development involving more than 2,000 women found that 69% of those experiencing menstrual symptoms reported a negative impact at work. Some 53% had been unable to attend work at some point because of their symptoms. Around half said they never told their manager that their absence was related to their menstrual cycle.
This matters because period pain is not simply an inconvenience. The National Health Service recognises that severe menstrual pain can be associated with conditions including endometriosis, adenomyosis, fibroids and pelvic inflammatory disease.
Yet women can still find themselves trying to work through significant pain while being reluctant to explain why.
There is also a remarkably simple issue of workplace dignity.
Workplaces provide toilet paper because going to the toilet is accepted as a normal bodily function. Menstruation is also a normal bodily function. Why should one basic requirement routinely be provided free in workplace toilets while the other is often left entirely to the individual?
This would not require complicated measures or enormous expenditure. Basic period products could be made available in workplace toilets. Employers could introduce sensible flexibility for workers experiencing severe symptoms, train managers properly and ensure absence procedures do not unfairly disadvantage women experiencing menstrual health problems.
The British Government Already Recognises that there is a Problem
In April 2026, the Government published its Renewed Women’s Health Strategy for England, setting out its approach to improving women’s health over the next ten years.
The Government has also explicitly acknowledged the problem of menstrual health and work. In its May 2026 response to the Women and Equalities Committee, the Government stated:
“We recognise that more needs to be done to support women with menstrual health conditions.”
Importantly, the Government linked this directly to supporting women’s participation in education and the workforce.*
That is an important acknowledgement. The Government recognises the problem.
The question now is how quickly that recognition can be turned into practical change in workplaces.
The Workers of England Union believes relatively straightforward measures could make a genuine difference. Free period products in workplace toilets, reasonable flexibility where symptoms are severe, better-informed managers and fair absence procedures would be practical places to start.
Stephen Morris, General Secretary of the Workers of England Union, said:
“Women should not have to hide the fact that they are in pain simply because that pain is associated with menstruation. We provide toilet paper in workplaces without embarrassment because it meets a basic bodily need. Providing period products and treating menstrual health with the same dignity and common sense should not be controversial. The Government itself recognises that more needs to be done. Now we need practical action that makes a difference to women at work.”
Periods are normal. Period pain is real. Neither should become a reason for a worker to be embarrassed, disadvantaged or discriminated against.
Stephen Morris
General Secretary
Workers of England Union
References: (British Medical Journal Open, Productivity loss due to menstruation-related symptoms: a nationwide cross-sectional survey among 32,748 women, 2019, Chartered Institute of Personnel and Development, Menstruation and support at work, 2023, National Health Service, Period pain and Periods guidance, Department for Education, Period Product Scheme for Schools and Colleges in England, Department of Health and Social Care, Renewed Women’s Health Strategy for England, 2026, UK Government, Government response to the Women and Equalities Committee’s report on the menstrual health of girls and young women, 2026, Department for Education, Period Product Scheme for Schools and Colleges in England, GOV.UK.)
*The British Government already accepts the principle of providing free period products through the Period Product Scheme for schools and colleges in England. However, the official guidance states that the scheme is for learners and that staff, including supply staff, volunteers and contractors, are not eligible. In effect, free period products can be provided for pupils and students, while the women working alongside them are excluded from the same Government-funded provision. This raises a straightforward question about whether the principle should now be extended to the workplace.
Key Takeaways
- Productivity and Work Impact: BMJ Open research shows menstrual symptoms cause an average productivity loss of 8.9 days per year, with 69% of women reporting negative workplace impacts.
- Basic Workplace Dignity: WEU advocates for free period products in workplace toilets, arguing menstrual hygiene is a normal bodily need akin to toilet paper provision.
- Government Policy Recognition: The 2026 Renewed Women’s Health Strategy for England acknowledges menstrual conditions, yet current government product schemes cover students while excluding staff.
- Practical Employer Adjustments: Straightforward measures like flexible working for severe symptoms, manager training, and unbiased absence policies can eradicate stigma and support female workers.
This Article is Tagged under:
Women's Rights, Women's Health, Menstration
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