Journal of Women's Health Care
Open Access

Menstrual Health and Workplace Policies: Creating Inclusive Environments

Laz Conley^{* *}Correspondence: Laz Conley, Department of Gynecology and obstetrics of Parma, University of Parma, Italy, Email:

Author info »

Menstrual health is a critical aspect of overall well-being, yet it remains a somewhat overlooked topic in many workplaces. In recent years, there has been a growing recognition of the need for inclusive workplace policies that address menstrual health. Creating a supportive work environment for employees who menstruate is not just a matter of equity but also a way to foster a more inclusive and productive workplace [1].

The Importance of Menstrual Health in the Workplace

Menstrual health encompasses physical, emotional, and mental well-being related to menstruation. For many people, menstruation can be accompanied by symptoms such as cramps, headaches, mood swings, and fatigue. These symptoms can impact work performance and attendance, making it essential for workplaces to acknowledge and address menstrual health issues. A supportive workplace not only improves individual well-being but also benefits the organization. When employees feel that their health needs are understood and accommodated, they are more likely to be engaged, productive, and loyal. Conversely, neglecting menstrual health can lead to decreased morale, absenteeism, and a lack of inclusivity [2, 3].

Key Components of Inclusive Menstrual Health Policies

Providing free menstrual products in restrooms is one of the most straightforward ways to support menstrual health in the workplace. This policy ensures that employees have access to essential products without having to make an out-of-pocket expense. Some organizations also offer a variety of products, including pads, tampons, and menstrual cups, to accommodate different preferences. Menstruation can come with symptoms that might affect an employee’s ability to work their usual hours or perform specific tasks. Flexible work arrangements, such as the option to work from home or adjust work hours, can help employees manage their menstrual health needs without facing penalties or stigma.

Paid menstrual leave is a progressive policy that allows employees to take time off specifically for menstrual health issues. While not universally adopted, some companies have implemented menstrual leave as part of their broader health and wellness policies. This leave can be used for managing severe menstrual symptoms or seeking medical care. Creating awareness about menstrual health through training and educational resources can help reduce stigma and encourage open conversations. Workshops, informational pamphlets, or seminars can educate employees about menstrual health and the available support systems within the organization [4, 5].

Fostering a supportive and non-judgmental work culture is crucial for implementing effective menstrual health policies. Encouraging open dialogue about menstrual health and addressing any instances of discrimination or discomfort can help create a more inclusive environment. Incorporating menstrual health into broader health and wellness programs can support employees’ overall well-being. This can include offering resources on managing menstrual symptoms, access to healthcare professionals, or wellness initiatives that address menstrual health [6].

Implementing Menstrual Health Policies

Before implementing any new policies, it is essential to assess the needs of your employees. Surveys or focus groups can provide valuable insights into what employees want or need regarding menstrual health support. This feedback can guide the development of effective and relevant policies. Once you have gathered feedback, develop clear, accessible guidelines for menstrual health policies. Ensure that these guidelines are communicated effectively to all employees and that there is a straightforward process for requesting support or accommodations. Train managers and HR professionals on how to handle menstrual health issues sensitively and effectively. Regular communication about the availability of menstrual health resources and support options is also important to ensure that employees are aware of and can access the support they need.

Monitoring and Evaluating

After implementing policies, regularly monitor their effectiveness and gather feedback from employees. Evaluate the impact of the policies on workplace morale, absenteeism, and productivity to make necessary adjustments and improvements [7, 8].

Several companies have successfully implemented inclusive menstrual health policies. For example, Nike introduced a policy offering free menstrual products in all their facilities and has received positive feedback from employees. Similarly, the Indian state of Kerala has piloted a menstrual leave policy, offering two days of paid leave per month, which has been well-received by both employees and employers.

Addressing menstrual health in the workplace is an essential step toward creating a more inclusive and supportive environment for all employees. By implementing thoughtful and effective menstrual health policies, organizations can improve employee well-being, boost morale, and foster a culture of respect and understanding. As societal attitudes toward menstruation continue to evolve, workplaces have an opportunity to lead by example and make a significant impact on menstrual health and inclusivity [9, 10].

References

1. Hennegan J, Bukenya JN, Makumbi FE, Nakamya P, Exum NG, Schwab KJ, et al. Menstrual health challenges in the workplace and consequences for women’s work and wellbeing: a cross-sectional survey in Mukono, Uganda. PLOS Glob Public Health. 2022;2(7):e0000589.

Indexed at, Google Scholar, Cross Ref

2. Howe D, Duffy S, O’Shea M, Hawkey A, Wardle J, Gerontakos S, et al. Policies, Guidelines, and Practices Supporting Women’s Menstruation, Menstrual Disorders and Menopause at Work: A Critical Global Scoping Review. Healthcare 2023;11( 22):2945.

Indexed at, Google Scholar, Cross Ref

3. Sang K, Remnant J, Calvard T, Myhill K. Blood work: Managing menstruation, menopause and gynaecological health conditions in the workplace. Int J Environ Res Public Health. 2021;18(4):1951.

Indexed at, Google Scholar, Cross Ref

4. Holst AS, Jacques-Aviñó C, Berenguera A, Pinzón-Sanabria D, Valls-Llobet C, Munrós-Feliu J, et al. Experiences of menstrual inequity and menstrual health among women and people who menstruate in the Barcelona area (Spain): a qualitative study. Reprod Health. 2022;19(1):45.

Indexed at, Google Scholar, Cross Ref

5. Sasaki N, Imamura K, Watanabe K, Hidaka Y, Ando E, Eguchi H, et al. The impact of workplace psychosocial factors on menstrual disorders and infertility: a protocol for a systematic review and meta-analysis. Syst Rev. 2022;11(1):195.

Indexed at, Google Scholar, Cross Ref

6. Razafimahefa RH, Pardosi JF, Sav A. Occupational factors affecting women workers’ sexual and reproductive health outcomes in oil, gas, and mining industry: A scoping review. Public Health Rev. 2022;43:1604653.

Indexed at, Google Scholar, Cross Ref

7. Fox MA, Niemeier RT, Hudson N, Siegel MR, Dotson GS. Cumulative risks from stressor exposures and personal risk factors in the workplace: examples from a scoping review. Int J Environ Res Public Health. 2021;18(11):5850.

Indexed at, Google Scholar, Cross Ref

8. Mbongo EN, Miranda H, Haikera H. A narrative inquiry into women's experiences of menstruation at the workplace in Namibia. J Public Health Afr. 2023;14(8).

Indexed at, Google Scholar, Cross Ref

9. Matsumura K, Tsuno K, Okamoto M, Takahashi A, Kurokawa A, Watanabe Y, et al. The Association between the Severity of Dysmenorrhea and Psychological Distress of Women Working in Central Tokyo—A Preliminary Study.  Int J Environ Res Public Health. 2023;20(21):7021.

Indexed at, Google Scholar, Cross Ref

10. García-Egea A, Holst AS, Jacques-Aviñó C, Martínez-Bueno C, Berenguera A, Vicente-Hernández MM, et al. Perspectives on menstrual policymaking and community-based actions in Catalonia (Spain): a qualitative study. Reprod Health. 2024;21(1):1.

Indexed at, Google Scholar, Cross Ref