The Hidden Barrier to Career Success: Why It is Time to Talk About Menstruation at Work

Women have fought hard for a place in the workplace. We have pushed past outdated stereotypes, demanded equal pay, and challenged industries that were never designed with us in mind. Yet, despite these strides forward, there is one aspect of women’s health that remains firmly in the shadows, menstruation.

For something that affects half the workforce for decades of their lives, it is shocking how little it is acknowledged in workplace policies. Instead, women are expected to push through pain, exhaustion, and brain fog while keeping a professional smile firmly in place. The unspoken rule? Do not let anyone know your period is affecting you.

But this silence is not just about discomfort. It is actively holding women back in their careers.

Why Menstruation Still Feels ‘Unprofessional’

Over the past decade, we have seen progress in how the workplace accommodates health needs. Mental health is now openly discussed. There are policies for pregnancy, menopause, and even fertility treatments. But periods? Still too awkward to address?

The stigma is real. A CIPD study on menstruation at work found that while 70% of women say their period affects their performance, only 20% feel comfortable discussing it with their employer. That means millions of women are struggling in silence, afraid of being perceived as unprofessional, weak, or incapable.

For those with conditions like endometriosis, polycystic ovary syndrome (PCOS), or severe dysmenorrhea, the impact is even greater. Crippling cramps, migraines, nausea, and extreme fatigue are not just inconvenient, they are genuinely debilitating. But since menstrual pain is not widely recognised in workplace policies, women are forced to:

Take unpaid sick days, affecting their income and career prospects.
Push through the pain, leading to burnout and decreased productivity.
Avoid leadership roles, fearing they will not be able to meet relentless workplace expectations.

A study by People Management found that many workplaces still see periods as a problem, something to be managed privately rather than supported organisationally. This outdated mindset is not just unfair; it is actively discriminatory.

The Career Consequences of Menstrual Stigma

Menstrual symptoms can cost women promotions, pay rises, and job security. And not because they are any less capable, but because workplaces still refuse to acknowledge a fundamental biological reality.

Absenteeism and the ‘Unreliable’ Label

Women with severe period symptoms often take more sick days. But unlike other health issues, menstrual-related absences are rarely supported. Instead, they get noted, subtly affecting how women are perceived in performance reviews and promotion discussions.

A report by Bupa and CIPD found that 1 in 5 women with menstrual symptoms has had to take time off work, yet more than 50% never disclose the real reason. The fear of being seen as unreliable prevents many from seeking support, even when their health is suffering.

As someone preparing to step into the professional world, it’s unsettling to see that something as routine as menstruation remains a taboo in many workplaces. The idea that women still feel the need to hide their symptoms or risk career setbacks because of them is frustrating. The expectation that we work through period pain without acknowledgment or support is outdated, yet it continues to shape how women navigate their careers.

Presenteeism and Burnout

For every woman who calls in sick, there are many more who force themselves to work through severe symptoms. This leads to presenteeism, being physically present but mentally and physically drained.

Fatigue affects concentration. Women working through period-related exhaustion often struggle with focus and productivity.
Pain lowers performance. Studies show that cognitive function can be impaired by severe cramps, yet women are expected to perform at full capacity.
Burnout becomes inevitable. Pushing through physical pain month after month eventually leads to chronic stress and exhaustion.

I can’t help but wonder: will I have to choose between career success and my own health? Will I feel comfortable asking for accommodations, or will that be seen as a weakness? These are questions many women face, and it’s time employers addressed them.

The Workplace ‘Ideal’ Is Still Male-Centric

Menstruation challenges the traditional, male-centric model of work, one that assumes productivity should be stable and unaffected by biological cycles. Workplaces are designed around the assumption that employees can function at the same level every day, but that simply is not the case for menstruating women.

Rigid schedules, demanding deadlines, and an expectation of unbroken consistency fail to account for natural hormonal fluctuations. Instead of acknowledging these differences and adapting to them, workplaces treat them as weaknesses. This forces women to either hide their struggles or risk being seen as less competent than their male colleagues.

Why Menstrual Leave Is not ‘Special Treatment’- It is a Workplace Necessity

Every time menstrual leave is suggested, someone inevitably asks, “But wouldn’t that be unfair to men?”

The reality is that fairness is not about treating everyone identically. It is about recognising diverse needs and ensuring everyone can perform at their best despite them.

Workplaces already accommodate various health needs; disability adjustments, mental health days, parental leave. So why is menstrual health still ignored?

Some companies are finally starting to implement menstrual health policies, recognising that ignoring the situation is costing them valuable talent. Those that do implement policies report happier, healthier, and more productive employees.

A forward-thinking employer would see menstrual leave and workplace accommodations not as an inconvenience, but as an investment in their workforce.

Practical Steps for Employers to Support Menstrual Health

Normalising menstruation at work does not require drastic changes. A few simple, evidence-based adjustments can make a significant difference:

1. Implement Menstrual Leave Policies

Offer paid leave for severe menstrual symptoms, just as sick leave is provided for other health conditions.
Ensure the policy does not disadvantage employees in performance reviews or promotion opportunities.

2. Provide Flexible Working Options

Allow remote work for those who experience severe period symptoms.
Offer flexible hours so employees can manage fatigue and pain more effectively.

3. Improve Workplace Facilities

Ensure access to rest spaces where employees can take short breaks if needed.
Provide sanitary products in workplace bathrooms, these are just as essential as toilet paper.

4. Train Managers and HR Teams

Educate leadership on menstrual health and its impact on productivity.
Encourage open conversations, so employees feel safe discussing their needs.

5. Normalise the Conversation

Include menstrual health in corporate wellbeing initiatives.
Challenge workplace stigma by treating periods as a normal health issue rather than a taboo topic.

Time to End the Silence and Change the System

It is 2025. Women should not have to justify their periods in the workplace, nor should they fear professional consequences for something entirely beyond their control.

Yet, here we are, still pretending that menstrual health is a private issue when it is a workplace issue. A gender equality issue. A human rights issue.

The silence must end. And businesses need to wake up to the fact that ignoring menstruation is not just outdated; it is bad for productivity, for employee wellbeing, and for business.

It is time for companies to:

Introduce menstrual health policies, whether through menstrual leave, flexible working, or workplace accommodations.
Train HR teams and managers to understand menstrual health and support employees appropriately.
Normalise the conversation so women do not feel ashamed or afraid to ask for help.

The future of work must be inclusive, adaptable, and free from outdated taboos. If businesses claim to care about gender equality, it is time they proved it.