The Conversation That's Long Overdue
Let's be honest: periods have become the workplace elephant in the room. For decades, we've found creative ways to avoid mentioning menstruation at work, by using euphemisms, hiding product packaging, and pretending that nearly half your workforce doesn't experience monthly symptoms that genuinely affect performance.
But what if we told you that avoiding this conversation is actually costing your organisation real money, talent, and productivity? And what if talking about periods didn't require corporate jargon, clinical language, or heavy-handed activism?
The truth is simpler: creating a workplace where people can talk openly about their periods, and where policies actually support menstrual health, is good business. It's also the kind thing to do.
Why This Conversation Matters Now
The Business Case
The numbers are stark. In the UK alone, period-related absenteeism costs employers £3.25 billion annually. Nearly 1 in 5 people who menstruate say they miss work with most or every period. For those with conditions like endometriosis, the impact is even more severe, averaging 10.8 hours of lost work per week.
But here's what often goes unnoticed: most of the productivity loss isn't from people taking time off. It's from presenteeism: people coming to work while struggling with pain, fatigue, or anxiety, with their focus fractured and their output compromised. Only 20% of people feel comfortable telling their employer why they're underperforming.
When organisations provide free menstrual products in the workplace, studies show that something remarkable happens: 94% of employees reported improved emotional well-being, 71% experienced better concentration, and 65% felt improved mental health overall. The cost of those products? Negligible compared to the productivity gains.
The Human Case
Beyond the spreadsheets, there's a real cost to silence. Many people experience anxiety or shame around their periods at work, worrying about leaks, managing symptoms in silence, or feeling judged if they need flexibility. This emotional burden drains energy and erodes workplace belonging.
For some, it's not just discomfort: it's a barrier to career progression. People have reported believing that taking time off for menstrual health issues has actually impacted their career advancement. That's not speculation; that's systemic exclusion wearing a professional mask.
The Real Obstacles (And How They're Easier to Overcome Than You Think)
1. The Discomfort Factor
Let's name it: many people feel awkward talking about periods. This isn't a character flaw; it's years of socialisation that taught us menstruation is taboo, shameful, or inappropriate for professional settings.
Research found that 51% of men consider it inappropriate to mention periods at work, while 58% of women felt ashamed about their menstrual cycle. These aren't insurmountable attitudes; they're just assumptions that haven't been challenged.
How to address it: Start small. Use clear, neutral language. Instead of "feminine hygiene" or euphemisms like "that time of the month," simply say "period" or "menstruation." This sounds obvious, but the shift from coded language to straightforward terminology is powerful. When menstruation appears in workplace policies and communications, it becomes familiar. It stops being whispered about and starts being treated like the normal bodily function it is.
2. Lack of Knowledge (On Both Sides)
Many managers don't understand how menstruation affects their teams because no one has taught them. And many employees don't know what support they're entitled to because policies don't explicitly mention it.
This knowledge gap breeds assumptions: managers wondering if someone is "really sick", and employees hide their struggles to appear professional.
How to address it: Education is your starting point. This doesn't mean everyone needs a biology refresher. Managers benefit from understanding that period pain can be debilitating, that some conditions like endometriosis cause real disability, and that offering flexibility isn't favouritism, it's equity. Employees benefit from knowing exactly what their workplace offers: Do you have menstrual leave? Can they work flexibly on heavy flow days? Are products available free?
3. Facilities and Logistics
Some workplaces lack basic infrastructure: no disposal bins in restrooms, no private spaces to change products, no accessible facilities for people who work off-site.
How to address it: Audit your restrooms. Install discreet, regularly emptied disposal bins in stalls. Stock both pads and tampons to meet diverse needs and ensure accessibility. Ensure there are handwashing stations and private spaces. This isn't expensive, but it signals that you take menstrual health seriously.
4. "What If We Get It Wrong?"
This fear paralyses many organisations - What if employees think menstrual leave is patronising? What if we inadvertently reinforce stereotypes?
How to address it: Imperfection is okay. The aim isn't to create a perfect policy on day one; it's to start listening and iterating. Include diverse voices, not just HR, but employees at different levels, different menstrual experiences, different gender identities. Survey staff about what would actually help and be willing to adjust based on feedback.
How to Start the Conversation, Naturally & Authentically
Step 1: Internal Assessment
Before announcing anything, understand where your organisation stands:
- Do your policies mention menstrual health at all?
- Are period products available in restrooms? If yes, how?
- Do managers feel equipped to support employees with menstrual symptoms?
- What do employees actually need? (Anonymous survey is your friend here.)
This assessment serves two purposes: it gives you baseline data, and it signals to staff that this is being taken seriously.
Step 2: Frame It as Health & Equity, Not Special Treatment
When you introduce policies or products, anchor the conversation in something real:
"We know that many of our employees experience menstrual symptoms that affect their work and wellbeing. Just as we provide basic facilities for other health needs, we're making period products accessible in our bathrooms. This is about supporting everyone to do their best work."
This isn't virtue-signalling. It's not preachy. It's practical support for a natural bodily function.
Step 3: Train Your Managers
Managers are the frontline. If they're uncomfortable or uninformed, every other initiative will feel awkward.
Training doesn't need to be extensive, as even 90 minutes can shift perspectives. Focus on:
- Normal menstrual symptoms vs. conditions that need medical attention
- How to talk about it without making someone feel judged ("How can I support you today?" beats "Are you okay?" or worse, "Are you on your period?")
- Understanding that period pain isn't weakness: it's a real symptom that may require flexibility
- Creating space for people to request accommodation without over-explaining
Step 4: Make Policies Crystal Clear
Vague policies are useless. If you offer flexibility for menstrual symptoms, say so explicitly. Use the word "menstruation." Make it easy to understand.
Example: "Employees experiencing significant menstrual symptoms may work flexibly, work from home, or adjust their schedule with manager approval. No medical documentation required. This is distinct from sick leave."
Being specific removes the shame of asking. People shouldn't have to decode whether they're "allowed" to manage their period at work.
What "Period-Friendly" Actually Looks Like
Here's what a supportive workplace doesn't require: big budget, HR consultants, or dramatic policy overhauls. It requires consistency and intention.
Free, accessible period products. Install hygienic and accessible dispensing solutions with organic tampons and pads. Different bodies have different needs. Keep them well-stocked. Make disposal easy and discreet.
Clear policies on flexibility. Whether that's a formal "menstrual leave" allowance, flexible hours on tough days, or the ability to work from home without needing a doctor's note: make it explicit.
Trained managers. Someone who understands that "I need to work from home today due to period pain" deserves the same respect as any other health need.
Normalised language. Stop hedging. Say "period." Use "menstrual" in policies. If leadership and HR normalise the word, everyone else will follow.
Listening and iteration. Ask employees what they actually need. Be willing to adjust. A policy that doesn't reflect real employee experiences is performative, not true support.
The Conversation Itself: What to Say
If you're announcing new products:
"We've added free period products to all restrooms. These are available for anyone who needs them. We're doing this because menstruation is basic health, and nobody should have to worry about access to basic supplies while at work."
If you're introducing a new policy:
"We recognise that menstrual symptoms, such as pain, fatigue, heavy bleeding, can significantly affect work. If you need flexibility on those days, whether that's working from home, adjusting your schedule, or taking time off, speak with your manager. There's no need to over-explain or provide medical documentation. In our workplace, your health comes first."
If someone discloses they're struggling:
"Thank you for telling me. That matters. How can I help? Would flexibility with your schedule help? Or do you need something else?"
If a manager is nervous:
"It's normal to feel unsure how to talk about this. The key is treating it like any other health need: respectfully, briefly, and focused on how to support the person's work. We've provided some resources, and I'm here if you have questions."
Normalise the nervousness itself. Most people get better at this quickly once they realise it doesn't require expertise, just basic empathy.
Addressing the Objections You'll Hear
"What about the cost?"
To put things in perspective: setting your workplace up with a large dispenser filled with organic tampons and pads costs less than:
- A round of post-work beers for the team
- A small team lunch
- A couple takeaway pizzas for a late meeting
- One taxi home after a long day
Those things are nice, but they’re not essential. Period products are.
For someone caught out at work, having access to tampons and pads isn’t a “perk” or a treat. It’s the difference between carrying on with their day confidently and feeling stressed, distracted, embarrassed, or having to leave early.
If you’re thinking about value-for-money, this is one of the simplest and most impactful investments you can make in workplace wellbeing.
"What if we don't know what employees need?"
Ask them. Send an anonymous survey. Hold optional listening sessions. There's no way to get this "right" without input, and the process of asking shows you care.
The Bigger Picture
Talking about periods at work isn't about political correctness or corporate charity. It's about acknowledging reality: half your workforce menstruates, and menstruation affects productivity, wellbeing, and career progression.
Organisations that do this well don't see it as a "women's issue": they see it as a workplace health issue. They invest in infrastructure (products, facilities), policy (clear guidelines, flexibility), and culture (training, normalised language). The result? Employees who feel genuinely supported, lower absenteeism, better retention, and higher productivity.
For DAME, the mission is straightforward: creating a world where no one is held back by their period. For your workplace, the opportunity is similar. You can build an environment where menstruation isn't shameful, where people can access support, and where half your team doesn't have to hide a reality that affects their daily lives.
And honestly? That's not radical. That's just kind.
