Why Menstrual Health Belongs in the Workplace Conversation

There are certain topics that, despite their impact, continue to sit just outside the boundaries of what we consider appropriate workplace conversation. Menstrual health is one of them. And yet, after more than a decade working in this space, I have seen firsthand how central it is to overall health, confidence, and long-term wellbeing.

What continues to stand out is how powerful education can be. When people understand what is happening in their bodies, they begin to make different decisions. They seek care sooner. They ask better questions. They stop normalizing symptoms that were never meant to be endured in silence. That shift, from uncertainty to understanding, is where meaningful change begins.

What is often missing from the broader conversation is that menstrual health is not an isolated phase of life. It is part of a continuum that extends from the first period through perimenopause and into menopause. The irregular cycles many experience later in life are not random. They are part of a progression of hormonal change. While menopause is clinically defined as the cessation of menstruation, the reality is far more complex, involving shifts that affect brain health, bone density, cardiovascular risk, and overall wellbeing.

A healthy menstrual cycle can offer important insight into overall health, yet it is rarely treated as such. When cycles become irregular, increasingly painful, or disruptive to daily life, they can signal underlying conditions such as premenstrual dysphoric disorder, polycystic ovary syndrome, or endometriosis. These conditions are not rare. Endometriosis alone is estimated to affect approximately 10 percent of women of reproductive age globally (World Health Organization, 2023). And yet, many individuals spend years navigating symptoms before receiving a diagnosis. This delay is often not due to a lack of available care, but rather a lack of awareness, normalization of symptoms, and limited open dialogue.

That silence has consequences.

In the workplace, menstrual health is often invisible, despite the fact that it can influence energy levels, concentration, mood, and overall performance. Many individuals simply push through, adjusting quietly rather than asking for support. However, research suggests that this has a measurable impact. A large-scale study published in BMJ Open found that menstrual-related symptoms are associated with nearly nine days of lost productivity per person, per year, with the majority of that loss driven by presenteeism rather than absenteeism (Schoep et al., 2019).

We have seen this pattern before.

For years, mental health remained largely unaddressed in workplace strategy, despite its clear impact on individuals and organizations. Over time, that began to shift as the data became undeniable and the conversation more normalized. Menstrual health is following a similar trajectory, though it has not yet reached the same level of visibility or integration.

This is where employers have an opportunity to lead.

With National Menstrual Health Awareness Month approaching in May, organizations have a natural moment to begin engaging with this topic in a more intentional way. Not through performative messaging, but through practical steps that support understanding and reduce stigma. This may include offering educational sessions, providing accessible resources, or creating space for informed and respectful conversation.

For many organizations, the hesitation is not about willingness, but about where to begin.

The starting point does not need to be complex. What matters is creating an environment where people feel informed and supported, and where menstrual health is recognized as part of a broader conversation about wellbeing across the lifespan. When organizations take this step, they are not only supporting individual health, they are strengthening engagement, retention, and overall workforce resilience.

Because ultimately, this is not just about periods. It is about understanding the body earlier, so that individuals are better prepared for what comes next. It is about recognizing patterns before they become more serious health concerns. And it is about creating workplaces that reflect the realities of the people within them.

What we are seeing across organizations today is a growing recognition that health conversations at work can no longer be limited to what feels comfortable or familiar. Menstrual health is part of a larger, interconnected picture that includes perimenopause, menopause, and long-term wellbeing. The organizations that are beginning to engage in these conversations are not doing so perfectly, but they are doing so intentionally. They are asking better questions, equipping their leaders with the right tools, and building environments where people can better understand and support their own health. That shift, from avoidance to awareness and into action, is where meaningful progress is already beginning to take shape.

References

• World Health Organization. (2023). Endometriosis Fact Sheet.

  
  

  https://www.who.int/news-room/fact-sheets/detail/endometriosis

• Schoep, M. E., Nieboer, T. E., van der Zanden, M., Braat, D. D. M., & Nap, A. W. (2019). The impact of menstrual symptoms on everyday life: a survey among 42,879 women. BMJ Open, 9(2), e026186. https://bmjopen.bmj.com/content/9/2/e026186