A recent survey conducted by the Chartered Institute of Personnel and Development (CIPD) sheds light on the concerning lack of menstrual health support in the workplace, affecting over two-thirds of women in the UK.
According to the CIPD survey, a staggering 69% of women in the UK report negative experiences at work directly linked to their menstrual symptoms. The comprehensive study, involving more than 2,000 participants, exposes the pervasive nature of this issue, with over half of the respondents admitting to missing work due to period-related symptoms.
The impact of menstrual symptoms on job performance is a significant concern highlighted by the study. Of those facing challenging symptoms, four-fifths reported working despite feeling unwell, while over 50% revealed they had been too ill to attend work.
Abdominal cramps, irritability, fatigue, and bloating emerged as the most prevalent symptoms, affecting concentration levels in 60% of surveyed women, providing a comprehensive look at the widespread occurrence of menstruation symptoms and their effect on women in the workplace.
The study delves beyond the physical toll, uncovering emotional and professional repercussions. A staggering 81% reported a negative impact at work for those with diagnosed menstrual conditions.
Claire McCartney, senior resourcing and inclusion adviser at the CIPD, emphasized the need for a more empathetic and understanding working environment, stating, “Menstruation is a natural part of many employees’ lives, and it shouldn’t be a barrier to success or well-being.”
Beyond immediate workplace challenges, the study reveals that 12% of women feel their menstrual symptoms have negatively impacted their career progression.
Petchara Newson, business development coordinator for the UK-based charity Freedom4girls, highlighted the complex feelings surrounding menstruation and the workplace. She stated, “Talking about your period to a male colleague or boss can already be intimidating if your struggles are shot down; this creates a lot of shame and embarrassment, and having your work be compromised by immense pain and suffering alone feeds back into this negative cycle of shame.”
The CIPD report calls for organizations to create awareness and tackle the stigma associated with menstruation. It emphasizes the need for training managers to be confident, comfortable, and inclusive when discussing employees’ menstrual health.
Despite the widespread impact, the study reveals a reluctance among women to openly discuss their menstrual challenges at work. Only 20% consistently informed their managers about the connection between their absence and their menstrual cycle. A significant 49% cited fear of trivialization, while 43% felt too embarrassed to disclose the real reason behind their sick leave.
Of the respondents, only 12% reported receiving any form of organizational support for menstruation and menstrual health. Colleagues emerged as a more reliable source of support, with 41% feeling supported by co-workers rather than their employers or managers.
Spain currently leads by example as the only European country offering women three days of menstrual leave a month, with the option to extend it to five days, depending on the level of pain. Other countries with some level of government support for women in the workplace include Japan, South Korea, Zambia, Vietnam, and Indonesia.
Peggy Maguire, the director general of the European Institute of Women’s Health, suggests following Spain’s example. She emphasized the need for an open debate on the management of menstruation in the workplace, stating, “Given the impact of menstrual symptoms on women’s participation in the workplace and the debate surrounding menstrual leave policies, policymakers and stakeholders should facilitate an open debate on the management of menstruation in the workplace. Follow Spain, for example.”
The findings of the CIPD study underscore the urgency for comprehensive workplace policies, guidance, and training to address menstrual health challenges faced by women in the UK workforce. While some support measures exist, there is a clear call for more substantial support, such as planned flexible working and additional breaks when needed. The study’s conclusions highlight the imperative for workplaces to break the silence surrounding menstrual health and implement meaningful changes for the well-being and professional advancement of women in the workforce.
