- An inclusive culture that supports menstrual health can help to increase employee satisfaction, ensure they feel valued and help them remain productive and engaged in the workplace.
- Employers can gauge from their employees whether to expand their existing leave policies to include menstruation rather than creating a separate one.
- When introducing a menstrual leave policy, employers should consider using inclusive language to describe or define employees who it may apply to.
In May, the Spanish government approved plans that allow employees who suffer from severe period pain to take up to three days of leave from work each month as part of a measure to improve menstrual health. The UK is following in its footsteps, with several organisations introducing similar types of support.
Start by opening up the conversation
An inclusive culture that supports menstrual health may help to increase employee satisfaction, ensure they feel valued and help them remain productive and engaged in the workplace. Arguably the first step of introducing any new policy is to understand what employees want and need, so holding a focus group or speaking with heads of departments may help to ascertain this.
If staff are going to feel comfortable using a policy like this, the conversation around periods in the workplace needs to be out in the open. Francesca Steyn, director of fertility and women's health services at Peppy, says: “This is when the difference kicks in between saying the right things and actively making positive changes. This starts with something simple, like having period products on view in all bathrooms including men’s ones, as not all people who have periods are women, and should be included in on-boarding and line manager training.”
Employers may want to gauge from their employees whether they could expand their existing leave policies to include menstruation rather than creating a separate one, and also whether establishing a policy by name might inadvertently stigmatise those who request leave.
One option is to ask staff what they would like to see from the benefit and how it would make them feel, says Eileen Burbidge, executive director at Fertifa. “It might highlight other matters that are important to consider, from both those the policy is meant to benefit and those it might not directly impact," she explains. "For example, it might perpetuate the false narrative that those who have periods are less productive or more fragile. It may also be helpful to think of a more general name for this policy, such as wellness leave, or a day for yourself.”
Educate and train staff
Periods can cause embarrassment, particularly for those who have more severe menstrual symptoms and perhaps need to visit the bathroom more often, or are more likely to report in sick or be absent. All staff should be fully informed on how to deal with any issues that may arise without feeling worried about being vulnerable.
Employers may also want to ensure that the entire workforce understands what is meant by a painful period; not just slight discomfort, but symptoms such as fever, bad headaches, diarrhoea and severe pain, according to Dr Jane Benjamin, chair of the HCA Healthcare UK Primary Care Menopause Group.
“Increased awareness and understanding among the workforce will help to avoid harmful stereotypes being fuelled," she says. "Managers would also need further training, so they are able to signpost individuals in the right direction and encourage employees to feel confident and comfortable discussing these issues."
Offer access to products and support
Making sure everyone has access to menstrual hygiene and sanitary products, whether they are free or not, can be key, as well as providing clean bathrooms and office space to rest.
Employers can consider offering employees access to experts who can offer practical and emotional support for periods, pain management and fertility conditions that might affect periods, as some might not realise that their heavy or painful period could be a symptom of other health concerns.
While offering a menstruation wellbeing champion may be of use, Burbidge believes that support could help address the costs of presenteeism, when employees feel the need to be present while suffering or experiencing pain, as well as reflecting that an employer is welcoming and supportive, a potential key recruitment or retention tool.
Provide flexibility
When considering whether to offer paid or unpaid leave, employers may want to examine whether it can be exercised by all those in need, including employees on shift work or those who have to stand during their working hours.
Ensuring that all employees have sufficient sick leave is also crucial, says Benjamin: “If this policy is generous enough, designating extra days for menstrual-related reasons may not even be necessary, as long as employees understand that caring for themselves if they are experiencing severe symptoms during their period counts within this.”
Flexible-working patterns and working-from-home policies can also cater to those who are more affected, says Suzanne Marshall, head of clinical strategy at GoodShape. “In addition, this may be a repeated absence for three to five days every month, particularly if the employee is being assessed and undergoing treatment either from their GP or a gynaecological specialist,” she explains.
Consider the legal aspects
When introducing a menstrual leave policy, employers may want to consider the language used to describe or define employees who it may apply to, as menstruation is not solely experienced by women.
Kloe Halls, associate in the Linklaters’ employment and incentives team, explains: “The importance of using inclusive language should not be underestimated. Policies should accommodate all menstrual experiences, encompassing women, non-binary and trans people. Employers should consider inclusive language such as references to ‘people with periods’ and careful use of pronouns to ensure that everyone affected feels recognised and supported.”
She concludes that some workers may feel uncomfortable disclosing their menstrual status, in particular non-binary or trans people who fear that doing so may out them at work, so careful consideration should be given to how disclosure can be made confidentially.
Read also:
