UK employers were far less likely to have menstrual health policies (11%) than mental health (57%) or menopause policies (48%), according to research by software firm Ciphr.
It surveyed HR professionals across the UK on their menstrual health policies, whether they supply free period products at work, and uniform policies. The research was supported by the charity Endometriosis UK.
While 89% of employer respondents offered flexible-working practices that would support employees with conditions such as endometriosis, this was not backed up with training.
Only 16% of HR managers thought managers had the right training and resources to support employees with menstrual health issues.
Furthermore, just 21% recorded information on how many employees had a diagnosis or suspected diagnosis of a menstrual health condition. Seven in 10 employers offered free period products in the workplace.
The survey also asked about uniform policies, because endometriosis can cause bloating during the menstrual cycle that means employees’ body shape could change by as much as two dress sizes at some points of the month. Only 18% said employees were asked whether they needed adjustments to their uniform.
Julie Burns, Endometriosis Friendly Employer scheme manager at Endometriosis UK, said: “We know that there are many HR professionals already putting in place the right measures to enable those with endometriosis to feel valued, be productive and contribute to their organisation’s success. But, as a charity, we also hear stories of women and those assigned female at birth treated unfairly or without sympathy, forced to change careers or abandon their ambitions, because of the disease.”
Burns cited figures suggesting there are around 1.5 million people in the UK with endometriosis, so offering support could have a positive impact on a workforce.
“Doing so will not only enable that community to achieve their potential, but it sends a message to the wider team that they are valued and can expect support and reasonable adjustments,” she said.
Claire Hawes, chief people and operations officer at Ciphr, added: “When managers are perceived as unapproachable or ill-equipped to respond with empathy and understanding, organisations risk sidelining the needs of a significant part of their workforce. HR teams have a vital role to play in changing this.
“Managers must be empowered to support their people holistically; not just in terms of performance and KPIs [key performance indicators], but in their health and wellbeing too. That means investing in training, implementing flexible policies, signposting resources, and fostering open, compassionate conversations about health.”
