HEYFLOW POLICY GUIDES

Period/ Menstruation
Policy Guide

More than 2/3 of the menstruating workforce have experienced a negative impact on their work due to menstruation symptoms, with over half being unable to go to work at some point. (CIPD, 2023)

Offering appropriate support for menstruation in the workplace can help employees feel more included and reduce the embarrassment of issues that are often shrouded in taboo and silence despite it being a normal part of life.

Although not every menstruator may experience symptoms related to their menstrual cycle, for those that do having a policy can be a significant step in creating a more supportive working environment.

Addressing menstrual health and its impact on the workplace can increase employee performance, engagement and attendance while helping employees understand their health better and legitimise and address further adjustments if needed.

Use of language

In this document, we use the term ‘menstruators’ to refer to people who menstruate and have periods.

While most pre-menopausal women and girls are menstruators, not all women have periods. 1 in 25 cisgender women who are not pregnant, breastfeeding, or going through menopause experience amenorrhea (absence of periods) at some point in their lives. (ACOG, 2024),

Many intersex, trans, non-binary and gender-diverse employees experience menstruation and the impact it can have in the workplace, so using terms such as ‘people who menstruate’ in your period/menstruation policy will allow you to not only be more inclusive of all people’s experiences of menstruation, but more accurate about whom you are referring to.

Context

The inclusion points are not an exhaustive list for all working environments and some may just apply for desk jobs. HeyFlow Policy Guides, are just that, guides. Make sure to check with your country’s current laws and see your own legal advice.

Who is a Menstruation / Period policy for?

A period/menstruation policy is for all employees who menstruate, and for those who want to support those that do.

It is possible that a person’s period can negatively impact both their work and their personal life, but a lack of knowledge of symptoms and cultural taboos around openly talking about periods create an added difficulty in managing periods at work.

Common symptoms include:

  • Abdominal/pelvic cramping

  • Lower back pain

  • Headaches & migraines

  • Fatigue

  • Mood swings & irritability

  • Heavy menstrual bleeding that impacts activity

  • Bloating & Sore Breasts

  • Nausea, constipation & diarrhoea

Referring to and considering the entire menstrual cycle as part of a policy rather than just the ‘period’ as part of a menstruation policy will also help to cover menstrual disorders such as premenstrual syndrome (PMS) and premenstrual dysphoric disorder (PMDD) which occur outside of the first 2-7 days of a menstruator’s cycle.

Considerations for and possible points to include in a Menstruation Policy

A period/menstruation policy is designed to ensure people suffering from menstrual symptoms can feel empowered to ask for adjustments without embarrassment.

This means they can carry out their daily role in a safe working environment whether at home or in the office and can have open discussions with colleagues and line managers so that they feel part of an inclusive work culture.

Free period products

Made available in all toilets and changing rooms on-site in case needed.

Period pain relief products

Providing microwavable heat pillows to aid with easing cramping and pain.

Relaxation rooms

Dedicated spaces where employees can rest and relax signal that it’s ok to do so and may encourage taking breaks when needed, without needing to explain. 

Quiet rooms

Having spaces where employees can work free from distractions and reactive conversations may help with taking off unnecessary additional pressure.

Flexible employee benefits

Some employee benefit platforms provide allowances for employees to spend on wellness and lifestyle products, including period and menstrual pain relief and management products.

Flexible hours

Severe cramps, and period insomnia during menstruation can cause disruptions to an employee’s sleep, which have a knock-on effect on morning routines, daytime drowsiness and fatigue.

Having flexible work hours around core times or allowing an employee to manage their work schedule can allow them to better balance their sleep and work schedules meaning they are more present and efficient whilst working.

Similarly, allowing for regular breaks will help ease symptom management.

Remote / Hybrid working

During times of particularly severe symptoms, these may be easier or more comfortable to manage at home away from an office environment. Allowing hybrid and/or remote working during times of intense symptoms can be beneficial for many employees.

Menstrual leave

Consider having menstrual leave days in addition to generalized sick leave, as often those who experience regular symptoms feel like they want to ‘save’ their sick days, meaning they do not take time off although needed.

Uniform considerations

If you require a dress code/uniform while at work, be aware that light-coloured uniforms may increase anxiety levels for those who may experience unpredictable periods or particularly heavy flow. Comfort waistbands and easy-access fastenings can help ease bloating, which is a common symptom of PMS.

Medical support

Providing private healthcare, including GP services, significantly reduces wait times and may lead to quicker diagnosis of more complex reproductive health conditions.

Internal support

Raising awareness for all staff of menstruation, its symptoms and support to build an inclusive culture will help employees who menstruate feel more comfortable with raising issues, but sometimes it is useful to have a dedicated employee outside of HR/line management where conversations can feel less formal to help people feel more open.

Some studies around menopause support suggest that there would be a preference for this support to be part of already existing initiatives such as Mental Health First Aiders / Equality / Wellness Champions rather than a specific ‘Menopause Period Champion’ as it can make them feel singled out, rather than part of a general conversation around inclusion. This same line of thinking could be applied to menstrual support as well.

Reproductive health training

Training for all employees not only on the basics of the biology of menstrual health but also the impact it can have on work and how to support employees and colleagues will help break down the taboos and create a more open environment at work.

This includes understanding other related conditions such as:

  • Endometriosis

  • Premenstrual dysphoric disorder (PMDD)

  • Adenomyosis

Although it is normal for certain levels of pain and cramping, chronic pelvic pain and debilitating cramping may be signs of endometriosis, which is often underdiagnosed due to misdiagnosis with other conditions that share similar symptoms such as IBS. If an employee is regularly experiencing severe symptoms, then it is advised for them to consider reaching out to a doctor: Endometriosis - NHS (www.nhs.uk)

Period & Menstruation Workplace Policy Structure

1. Introduction

At [COMPANY NAME], we are committed to creating an inclusive and supportive workplace environment where all employees can thrive. Recognizing the impact that menstruation can have on individuals in the workplace, we have developed this Period & Menstruation Workplace Policy to provide support and accommodations for employees going through this natural stage of life.

2. Purpose

The purpose of this policy is to:

  • Raise awareness and understanding of periods & menstruation among all employees.

  • Provide guidance and support to employees experiencing symptoms related to the menstrual cycle.

  • Ensure that appropriate accommodation is provided to help employees manage their symptoms and continue to perform their duties effectively.

3. Scope

This policy applies to all employees of [COMPANY NAME] including full-time, part-time, and temporary staff.

4. Awareness and Training

We will provide training and awareness programs to ensure that all employees and managers have a good understanding of menstruation, its symptoms, and its impact on individuals in the workplace. This training will cover:

  • What menstruation is and its common symptoms.

  • How periods & menstruation can affect work performance and wellbeing.

  • Strategies for managing menstrual symptoms in the workplace.

  • How to create a supportive and inclusive environment for employees experiencing menstruation.

5. Support and Accommodations

Employees experiencing menstrual symptoms are encouraged to discuss their needs with their manager or HR representative. We will provide the following support and accommodations:

  • [INSERT LIST OF ACCOMODATIONS]

6. Confidentiality

All discussions related to menstruation and any accommodation provided will be treated with the utmost confidentiality. Managers and HR representatives will handle such matters sensitively and discreetly, ensuring the employee's privacy is respected at all times.

7. Review and Evaluation

This policy will be regularly reviewed and evaluated to ensure its effectiveness and relevance. Feedback from employees will be sought to identify any areas for improvement, and adjustments will be made as necessary.

8. Conclusion

[COMPANY NAME] is committed to supporting employees experiencing menstrual symptoms and creating a workplace culture that values inclusivity and wellbeing. By implementing this Periods & Menstruation Workplace Policy, we aim to foster an environment where all employees feel supported, respected, and able to perform at their best.

Please note: This policy does not form part of any employee’s terms and conditions of employment and [COMPANY NAME] may amend it at any time.

Note: These policy guides, are just that, guides. Make sure to check with your country’s current laws and see your own legal advice.