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Trigger warning: I talk about premenstrual dysphoric disorder (PMDD) in this article, if this is a topic you are not comfortable with you may want to give it a skip.

Let’s play a game. Is the following quote true or false?

“Research has shown that the pain women experience is often taken less seriously than the pain of men.”

If the quote made you roll your eyes, you’re in for a big surprise. This statement from the Yale School of Medicine highlights an unfortunate reality — and it is healthcare’s biggest and dirtiest little secret.

As science finally plays catch up to understanding women’s health better, a modern and inclusive workplace can do its part by introducing policies that empower people who identify as female. Starting with menstruation leave.

Let’s unpack how it can be done and look into businesses who have successfully implemented it.

What is menstrual leave?

If you’re on a mission to build an inclusive workplace, menstrual leave should be at the top of your list of policies to introduce to reflect that goal.

A menstruation leave policy will allow your employees who identify as female and experience painful menstrual symptoms, a set number of paid leave days every year.

Not convinced? that the pain of some period cramps can be so severe, it can be compared to that of a heart attack.

Why is menstruation leave important?

Menstrual leave is a sensitive matter often seen as a taboo topic, in the workplace and in schools.

We’re taught from a young age that

Often, no matter how severe period pain can be, the stigma surrounding periods can make it embarrassing to ask for menstruation leave at work. There are also non-pain related symptoms to consider.

Non-pain related symptoms

It’s important to acknowledge that there is premenstrual syndrome (PMS) and its more severe form, premenstrual dysphoric disorder (PMDD).

According to UK-based , premenstrual dysphoric disorder causes a range of “physical and emotional symptoms every month during the week or two before your period.” They explain that while many may experience symptoms of PMS, PMDD symptoms can be much worse, and can have a serious impact on your life. “Experiencing PMDD can make it difficult to work, socialise, and have healthy relationships. In some cases it can also lead to suicidal thoughts.”

Confused? So are the symptom bearers. “The best way to describe it is that, once a month, I press my own self-destruct button and literally let my (normally very happy and satisfying) life implode around me. Then when the dark thoughts lifted and cleared, I spent the next 2 weeks trying to pick up the pieces.”

What employers can do is create an inclusive menstruation leave policy, that can empower and encourage people who have periods to take the rest they need, but don’t know how to ask for it.

Is menstrual leave the same as sick leave?

It is not to be confused as a replacement for sick leave, but rather, an additional benefit. And if it’s the first time you’re hearing about it – here’s a reminder that it’s actually not a new concept.

A did a deep dive into this. In it, Francis shared how menstrual leave has actually existed in various forms around the world for at least a century and included examples such as when:

• The Soviet Union introduced a national policy in 1922.
• Japan introduced period leave in 1947.
• Indonesia introduced menstrual leave in 1948.

Spain also this year after becoming the first European country to introduce menstrual leave.

What else can employers do?

Period stigma can often lead to silence around menstruation, that can . To change this, progressive employers have been leading changes to look after their employees wellbeing, by providing free tampons and sanitary products at work.

Forward thinkers such as the non-profit organisation, first started providing in their offices in both women’s, accessible, and unisex bathrooms used by staff as far back as 2019. They were also available in mens bathrooms in case people who identify as trans or non-binary needed to access these products.

Ever had to hide a pad in your bag or up your sleeve with the hopes that no-one notices the rustling sound in this quiet office? Providing menstruation products help reduce stressful toilet trips.

Why are companies introducing paid menstrual leave?

In progressive workplaces, introducing menstruation leave is a no-brainer. Many who have introduced a period leave policy recognise it as a necessary step to take to improve wellbeing in the workplace, destigmatise periods in the workplace and embrace diversity and inclusion.

One of the most high profile companies who offer menstrual leave is Zomato, an Indian food delivery startup. They introduced back in 2020 where people who identify as women can take up to 10 days of period leave a year.

There are also nationwide movements around the world. Over in Australia, law firm Maurice Blackburn is part of a national campaign in partnership with The Australian Workers’ Union to introduce menstrual and menopausal leave.

From , some pretty shocking results came to light:

• 75% of respondents said that they suffered from painful periods.
• What’s worse is, of that group, 73% said that their periods were “so painful, they either struggled to focus, or it affected their ability to perform their work”; and
• Despite these struggles, 74% said “they did not feel comfortable talking to their line manager about taking leave or requesting flexible work arrangements to manage their symptoms.”

Elsewhere in the world, Scotland is notably one of the in a bid to end period poverty. According to the BBC, MSPs unanimously approved the Period Products bill in November 2020, a bill introduced by Labour MSP Monica Lennon who had been actively campaigning to end period poverty since 2016.

What these results show us is that women have in fact been working like there is nothing wrong and society is used to this, but change, for the better, is finally on its way. And, as Jelisa Castrodale says , “There is a growing message that people who menstruate shouldn’t have to be ashamed of their own bodily functions.”  “That makes it all the more likely that other companies, in more industries, in more countries, could follow Zomato’s lead.” It’s no wonder why many see legalised time off as the solution to end the stigma against periods.

But with embarrassment, the worry of being judged, and the stigma that surrounds periods as barriers have been in place for years built by both men and women – the road ahead is a long one, but the right one to take.

If you’re thinking about providing menstruation products for your employees, don’t forget to be inclusive and provide tampons and pads, and have bins available in women’s, men’s, and accessible toilets. 

What are the pros and cons of a menstrual leave policy?

From destigmatising periods in the workplace to potential harassment from toxic employers and colleagues, there are a few pros and cons for us to unpack.

Some inclusive pros

• Destigmatises periods in the workplace: suggests that by having open conversations about periods and period pain, this can eliminate stigma around menstruation, boost well-being and increase workplace productivity.

• Increased diversity and inclusion: Cherie Hoeger, the CEO and Co-Founder of menstruation product company Saalt that “enabling and empowering women to stay in leadership positions is statistically proven to improve profits, and having concrete, inclusive policies in place opens more job opportunities to women and members of the transgender community.”

Some questionable cons

• Embarrassment over telling employers you’re on your period: Not everyone is willing and able to talk about their periods in the workplace. Especially if you’re in a toxic one where you might get harassment from toxic managers and colleagues.

• Stigma over periods in the workplace continues to be an uphill battle:, stigma continues to be the reason why women may be reluctant to take period leave, even if they’re presented with the opportunity to take period leave.

• Some people just don’t get it: There’s always one person that ruins it for everyone. In the case of , an employee decided to abuse the fact that managers are not allowed to question reasons for period leave, even though it was proven that they do not identify as a woman.

Tips for introducing menstrual leave in your workplace

If you’re interested in introducing a menstrual leave policy in your workplace, here are a few tips for you to consider:

Use a menstrual workplace policy template

If you’re after some guidance on how you can write your policy, by Australian founded company Victorian Women’s Trust. Make it your own by ensuring that you’re inclusive. The policy should be accessible by all people who identify as women.

Make sure your employees are comfortable taking menstrual leave too, by simplifying the leave request process as much as possible.

Don’t forget to add any housekeeping rules. And if you’re wondering how your team is finding the new policy? Ask them how it’s going by using anonymous surveys – this is a great way to check in with your team to make sure that it is as effective and empowering as possible. And to suss out if they’re experiencing harassment from colleagues for using it, so that you can fix that.

Use inclusive language

How you use language in policies matters. Why? When done well, language can be used in workplace policies to create a sense of belonging.

It’s not about catching people out with legal jargon. That actually acts as a red flag that deters many people away – people notice. Take for example, how this from 2018 found that “candidates stated they can often tell whether an organisation has clear policies just through the tone and phrasing recruitment panels use.”

Keen to fix that? Unsure how to move away from the legal jargon? Over in the UK, has on how you can define what inclusive language means in your organisation, and examples to get you started.

This is also worth a read.

Be aware that not everyone will want to talk about periods – and that’s ok.

Lastly, it’s important to acknowledge the fact that some people just don’t want to talk about their periods with their employer. And that’s ok.

What’s crucial here is that you’re taking the steps to empower people who want to. And respect the people who don’t. At the end of the day, that’s the bare minimum.