New research from the University of Portsmouth challenges the stigma surrounding menstrual health in the workplace. Published on November 30, 2025, in the journal Equality, Diversity and Inclusion, the study highlights how overlooked menstrual health significantly affects women’s well-being, attendance, productivity, and overall workplace inclusion.
This study is the first to systematically examine the effects of severe menstrual symptoms on women at work, revealing a major gap in existing research. It underscores the necessity of developing inclusive workplace policies to better support employees facing menstrual health challenges. In many cultures, menstruation remains a taboo topic, often referred to as “feminine hygiene,” which can hinder open discussions. This societal silence is further perpetuated by limited media representation, where advertisements for feminine hygiene products are tightly controlled.
Researchers analyzed global studies to identify common themes related to menstrual health challenges women encounter in professional environments. Their findings indicated a startling statistic: approximately 25% of women experience severe symptoms, such as cramps, fatigue, and mood changes, which can disrupt daily activities, including work.
A critical survey involving more than 42,000 women aged 15 to 45 revealed that nearly 38% reported menstrual symptoms severe enough to interfere with their professional responsibilities. The research identified three main themes: the impact on women’s workplace well-being, the correlation between menstrual health symptoms and absenteeism or presenteeism, and the current state of organizational policies regarding menstrual health.
Professor Karen Johnston, from the University’s School of Organizations, Systems and People, emphasized the need for increased attention to menstrual health. “Menstrual health remains a largely neglected area of research,” she stated. “While awareness of menopause has grown, menstrual health and conditions like endometriosis are still not widely understood.”
The study revealed that workplaces providing support for menstrual health not only improve employee productivity but also reduce sick days and enhance employee retention. The negative consequences of neglecting menstrual health can include depression, lowered concentration, and decreased performance, all of which ultimately affect women’s well-being at work.
Despite the findings, only 18% of organizations currently incorporate any form of menstrual health support into their well-being programs, with just 12% offering dedicated support. This lack of resources highlights the urgent need for enhanced understanding, training, and policy development regarding menstrual health.
Lead author Amtullah Oluwakanyinsola Adegoke stressed the importance of recognizing menstruation as a natural part of life. “Women and girls menstruate—it’s a fundamental aspect of life that should be acknowledged. While menopause awareness has grown, menstrual health still requires more attention,” Adegoke remarked.
The study advocates for creating inclusive and healthy workplaces by implementing supportive measures such as menstrual leave, flexible working hours, access to hygiene products, and promoting open conversations about menstrual health. Currently, there is no legal requirement for paid menstrual leave in the U.K., compelling employees to utilize standard sick leave for related issues.
Professor Johnston concluded by stating, “Menstrual health should not be a taboo topic; it should be integrated into an organization’s health and well-being agenda. Alongside training, organizations should explore flexible working options and support for those experiencing severe menstrual health issues.”
This research calls for further investigation into organizational practices that can better assist women facing significant menstrual health challenges in their professional lives.
