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Menstruation is a natural, biological process experienced by approximately half of the world’s population. Yet in many workplaces, it remains a topic cloaked in silence. Whether out of discomfort, stigma, or outdated social norms, the lack of open dialogue about menstruation has real consequences — from lost productivity and absenteeism to exclusion from decision-making and support systems.
It’s time to break the taboo.
According to a 2023 survey by WaterAid and International Menstrual Health Collective, 85% saying they experience stress or anxiety when managing their periods at work. In many cases, people who menstruate feel they must push through debilitating cramps, migraines, and mood changes in silence to avoid being perceived as weak, unprofessional, or “too emotional.”
The silence isn't just uncomfortable — it's expensive. A study published in BMJ Open found that women lost an average of 9 days of productivity per year due to menstrual symptoms, often working through pain rather than taking sick leave due to stigma or lack of support (source).
In an era where companies are investing heavily in employee wellness, it makes both ethical and business sense to include menstruation in the conversation.
Menstrual stigma isn’t new. Across cultures and histories, menstruation has been linked to impurity, secrecy, and shame. While we’ve made progress in gender equality, the legacy of these beliefs persists, influencing workplace dynamics in subtle but powerful ways.
For instance, menstruation is often omitted from health insurance discussions, wellness initiatives, or HR policies. Even when mentioned, it’s framed as a "women's issue" — a phrase that often sidelines the conversation rather than integrating it into broader workplace well-being strategies.
This framing ignores a simple fact: menstrual health is a human health issue. And when people aren't supported in managing a fundamental aspect of their biology, it undermines their potential and productivity at work.
Creating an inclusive and supportive environment for menstruation doesn’t require a complete cultural overhaul — but it does require intention, empathy, and education.
Here are practical steps organizations can take:
Start by encouraging open dialogue. Workshops, webinars, or internal communication campaigns led by trusted experts can demystify menstrual health and challenge taboos. Peer-led discussions or anonymous feedback channels can also help identify what support employees need.
Countries like Spain and Japan have introduced menstrual leave options. While not every organization can adopt the same policies, offering flexibility — such as remote work or mental health days — can make a significant difference for those experiencing severe symptoms.
A study conducted in the Netherlands found that menstrual-related symptoms significantly impact productivity, with many employees expressing a desire for more flexible work arrangements. Menstrual-friendly leave policies could help reduce presenteeism and absenteeism, ultimately boosting employee morale and overall productivity when implemented with sensitivity (source).
Just as we provide toilet paper and soap, free period products in office restrooms should be standard, not a luxury. This small gesture promotes dignity, equity, and practical support, especially in emergencies.
In Amsterdam, the organization Neighborhood Feminists has taken significant steps to combat period poverty through their "Menstruation Stations"—self-service cabinets stocked with free tampons and pads, located across the city. These stations provide over 3,500 people each month with essential menstrual products they might otherwise be unable to afford.
Their research revealed that 27% of menstruating residents in Amsterdam had skipped purchasing essential products for financial reasons, leading to missed work or school days. By making period products readily available, Neighborhood Feminists not only address a basic health need but also promote equal opportunities and productivity.
Employers can take inspiration from such initiatives by ensuring that period products are freely accessible in workplace restrooms, signaling a commitment to employee well-being and inclusivity.
Middle and senior managers play a crucial role in shaping organizational culture. Training them to understand the impact of menstrual health on performance, communication, and well-being ensures that the conversation isn’t awkward — it’s informed and empathetic.
These leaders should also be equipped to support employees who disclose conditions like endometriosis or PMDD, both of which can significantly affect workplace functioning.
Consider spaces that support rest and privacy — whether that’s access to quiet rooms, wellness lounges, or simply more comfortable seating. Employees coping with physical discomfort should have safe, stigma-free spaces to take a short break if needed.
It’s important to recognize that the experience of menstruation varies across age, culture, ability, and gender identity. Trans men, non-binary people, and gender-diverse individuals also menstruate — yet their experiences are even more likely to be excluded from workplace support systems.
Inclusion requires moving beyond assumptions and designing policies that reflect the diversity of your workforce. Language matters too: using terms like “people who menstruate” instead of “women” can foster a more inclusive dialogue without erasing anyone’s identity.
Companies that create menstrual-inclusive workplaces often see ripple effects far beyond individual comfort:
More importantly, it signals to employees that they are valued as whole people — not just as workers.
Global brands like Nike, Zomato, and Modibodi have taken public steps to address menstrual health in the workplace. If they can do it, so can you.
Breaking the taboo around menstruation at work doesn’t happen overnight. But every conversation, policy update, and act of empathy contributes to a healthier, more inclusive workplace for all.
At 3mbrace, we believe that real inclusion means supporting people through every stage of life — including the monthly reality of menstruation. Let’s lead the way in creating workplaces where no one has to hide a part of themselves to belong.
Want to learn more?
Here are some helpful resources to continue the conversation:
It’s time to create workplaces where women’s well-being isn’t just acknowledged but prioritized—because when women thrive, businesses succeed.
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