Let’s be honest. Menstrual health is still one of those topics that too many workplaces treat like a dirty secret. Periods, PMS, PMDD, endometriosis, menopause – they’re all part of life for nearly half the world’s population, yet they’re often whispered about, brushed under the carpet, or worse, mocked.
That silence isn’t harmless. Research from Bloody Good Period found that 58% of people who menstruate under 25 years old have told employers they had the flu or a stomach bug to justify absence instead of being honest about period-related discomfort. Pair that with gender bias and outdated stigma, and it’s no surprise that many workers suffer in silence.
Here at Aspiring to Include, we believe menstrual health at work should never be taboo. Talking about it is the first step to creating truly inclusive workplaces. And when silence turns into discrimination, it’s our responsibility to call it out.
How Can Menstrual Health Affect Work?
There’s no single way that menstrual health shows up in the workplace – everyone’s experience is different. Some people live with severe pain and fatigue that mean regular absences. Others may struggle with PMDD (Premenstrual Dysphoric Disorder) or PMS in the workplace, which can impact mood and focus. Then there are menopause at work symptoms like hot flushes, brain fog, or insomnia, which can take a toll on both confidence and performance.
Without understanding and support, those challenges are made much harder. The Fawcett Society’s 2022 Menopause and the Workplace report found that one in ten women left a job because of menopausal symptoms. That’s not just a personal loss – it’s a talent drain employers can’t afford.
A culture of silence means employees hide what they’re going through, managers miss opportunities to support them, and discrimination becomes easier to ignore.
How Is Menstrual Health Discriminated Against?
Discrimination linked to menstrual health doesn’t always wear a big sign. It can be subtle, like being overlooked for projects because colleagues see you as “unreliable,” or it can be blatant, like being disciplined for absences tied to endometriosis discrimination.
Under the Equality Act 2010, menstrual health issues can intersect with protected characteristics like gender, pregnancy and maternity, or disability. That means discrimination could fall into several legal categories.
Here are some common examples:
- Being denied a promotion because of absence linked to period pain or related conditions.
- Facing disciplinary action for the emotional impact of PMDD.
- Exclusion from events because you’re seen as “flaky” due to symptoms.
- Inappropriate jokes or remarks about menopause.
- Being criticised for frequent bathroom breaks during your cycle.
All of these are unacceptable. And all of them can amount to illegal discrimination.
👉 Want to know more about your rights at work? Check out our guide to preventing discrimination.
What Can You Do If It Happens to You?
Dealing with discrimination is tough, especially when the issue itself is stigmatised. The first step is looking after yourself. Whether that means talking to your GP, seeking counselling, or reaching out to a helpline, protecting your wellbeing matters most.
On the practical side, try raising the issue internally first. Speak to your manager or HR team, and provide evidence if you can. Often, problems can be resolved faster and with less stress if they’re addressed early.
If internal routes don’t work, Citizens Advice and the Equality Advisory Support Service can help you explore your next steps. Mediation or even an employment tribunal may be necessary in more serious cases. And if you’re thinking about legal action, check whether you qualify for free support through legal aid.
Whatever route you take, remember this: you have rights, and you don’t have to put up with discrimination.
Creating Inclusive Workplaces
The real solution isn’t just helping individuals fight cases of discrimination – it’s making workplaces where those cases don’t happen in the first place. That means employers tackling period stigma in the workplace, offering menopause-friendly policies, and recognising menstrual health as part of employee wellbeing.
Simple changes like flexible working, improved sick leave policies, or training for managers can make a huge difference. So can open conversations, employee networks, and visible support from leadership.
Inclusive employers understand that supporting menstrual health is about fairness, equality, retention, and productivity. And in the long run, it makes for stronger, happier teams.
Find a Discrimination-Free Job Opportunity
If your current workplace isn’t getting this right, it might be time for a fresh start. The good news is that plenty of inclusive employers out there are doing things differently.
With the Aspiring to Include job board, you can find employers who genuinely care about equality and inclusion – not just in words, but in practice. That means policies that support your wellbeing, protect you from discrimination, and allow you to thrive no matter what stage of life you’re in.
Because at the end of the day, everyone deserves a workplace where they feel safe and supported. Menstrual health included.
