In today’s evolving world of work, creating inclusive environments isn’t just a “nice-to-have” — it’s a business and societal imperative. Yet one critical area remains overlooked in many organisations: menstrual health and wellbeing.
Ignoring menstrual health in the workplace not only negatively impacts individual wellbeing, but it also affects productivity, retention and workplace culture. It’s time we normalise and support menstrual health — just like we do any other aspect of employee wellbeing.
Why Menstrual Health Matters in the Workplace
Menstrual cycles are a fundamental part of many employees’ lives. According to Modibodi’s 2021 research, 3 in 4 Australian women have experienced issues at work related to menstruation, including stigma, lack of support, and physical discomfort. In fact:
- Over 90% of women report experiencing symptoms like fatigue, pain and mood fluctuations that can affect their work at various stages of their cycle.
- 1 in 5 Australian women say they have taken time off work due to severe menstrual symptoms — but most have cited another reason, due to fear of judgment.
- Endometriosis and pelvic pain alone cost the Australian economy $9.7 billion annually in lost productivity, according to the Australian Institute of Health and Welfare (AIHW).
This is not a “women’s issue” — it’s a workplace health, wellbeing, and economic issue.
And with more workplaces finally focusing on gender-specific wellbeing, menstrual health must be part of that conversation.
The Truth About Menstrual Cycles
First, let’s debunk a few outdated myths:
🩸 MYTH: Menstrual cycles are always 28 days.
✅ FACT: A healthy menstrual cycle can range from 21 to 35 days. Each person’s rhythm is unique and can vary with life stressors, sleep, nutrition and health.
🩸 MYTH: Menstrual symptoms are minor and easily managed.
✅ FACT: Symptoms like pain, fatigue, anxiety, migraines and brain fog can be severe and debilitating for many — yet remain invisible in the workplace.
🩸 MYTH: Talking about menstruation at work is unprofessional.
✅ FACT: Silence perpetuates stigma. Open dialogue fosters psychological safety, inclusivity, and trust among teams.
The menstrual cycle also isn’t just about periods.
Across a typical cycle, there are four distinct phases, each with different energy levels, cognitive strengths, and physical demands:
| Phase | Traits | Ideal Work Activities |
| Follicular (Inner Spring) | Rising energy, creativity, motivation | Brainstorming, planning, innovation |
| Ovulatory (Inner Summer) | Peak energy, communication, collaboration | Presentations, networking, leadership tasks |
| Luteal (Inner Autumn) | Deep focus, attention to detail, need for boundaries | Analytical work, finalising projects |
| Menstrual (Inner Winter) | Low energy, need for rest, inward focus | Reflection, strategic thinking, lighter workload if possible |
Understanding these patterns can empower workplaces to optimise strengths and support wellbeing — not push people through burnout.
What Menstrual-Friendly Policies Can Look Like
Creating a menstrual-supportive workplace doesn’t have to be complicated or costly. Here’s where you can start:
1. Open Conversations
- Normalise talking about menstruation without shame.
- Include menstrual health in broader wellbeing discussions, not hidden away.
2. Flexible Working Options
- Offer remote work or flexible hours around particularly challenging days.
- Support autonomy over workloads during symptomatic times.
3. Accessible Facilities
- Ensure bathrooms are well-equipped with period products.
- Provide rest spaces where possible for those who need a break.
4. Training and Education
- Train leaders and managers on menstrual health literacy.
- Include menstrual wellbeing as part of diversity, equity, and inclusion (DEI) and mental health programs.
5. Leave Policies
- Consider offering specific menstrual or reproductive health leave, like Spain’s new menstrual leave law.
- Encourage the use of sick leave without stigma when symptoms are unmanageable.
6. Workplace Resources
- Share evidence-based information on how the menstrual cycle influences health, energy, and performance.
- Create toolkits or employee resource groups for menstrual wellbeing.
Why It’s Good for Business
Investing in menstrual-friendly policies is not just ethical — it’s strategic.
It results in:
- Improved employee wellbeing and engagement
- Reduced absenteeism and presenteeism
- Increased productivity and innovation
- Stronger talent attraction and retention
- A more inclusive, compassionate workplace culture
In a future of work focused on human sustainability and gender equity, menstrual wellbeing must be part of our wellbeing frameworks.
When workplaces make space for menstrual health, they send a powerful message:
Your whole health matters here.
You belong here.
We rise together.
Let’s create workplaces where everyone — regardless of life stage — has the support they need to thrive, not just survive.
At Hub, we believe that supporting women in the workplace means addressing real challenges head-on. That’s why we continue to partner with organisations aiming to normalise and empower those with menstrual cycles, – Share the Dignity, Femmé Organic & Own Your Health Collective.
Produced by Own Your Health Collective, May 2025
