Breaking the Silence at Work: Menstrual Pain and Perimenopause

Let’s face it: women’s health, particularly when it comes to menstruation and menopause, is still a taboo topic in many workplaces. Yet, these very real health challenges profoundly impact careers. From debilitating menstrual pain to the unpredictable symptoms of perimenopause, like hot flashes, brain fog, and heavy bleeding, these experiences are part of life for millions of women. Still, too often, they’re met with silence or discomfort at work.[1]

Why Does This Matter?

Imagine trying to focus on a critical meeting while battling intense cramps or feeling like your mind is working in slow motion because of perimenopausal brain fog. Now imagine knowing you can’t openly talk about it without fearing judgment or retaliation. These issues aren’t minor—they’re career-defining for many women.

According to a CIPD survey of over 2,000 women, nearly four in five respondents reported experiencing menstruation symptoms at work.  Of those with symptoms, over two-thirds said these had a negative impact on their job performance. This figure jumps to 81% among women with a diagnosed menstrual condition and 82% for those who self-diagnosed their condition.[2]

Additional studies paint a stark picture:

     • More than half of working women would consider quitting a job if their menstrual health needs aren’t supported. [3]

     • Nearly a quarter of women have seriously thought about leaving their jobs due to symptoms like extreme pain or fatigue. [4]

     • Incredibly, in countries like UK, only 12% of organizations provide any real support for menstrual health, leaving most women to suffer in silence.[5]

     • The challenges don’t end with menstruation. A recent survey found that almost 40% of women experiencing severe menopause symptoms work through the pain because they feel they have no choice. Moreover, only 19% felt supported by their employers after disclosing menopause as a reason for taking time off.[6]

And let’s not forget the ripple effect: productivity drops, stress skyrockets, and mental well-being takes a hit. Yet, the stigma persists, reinforcing harmful stereotypes that women are somehow less capable or committed.

What Needs to Change?

It’s time for a shift—not just in policies but in how we think and talk about these issues. Creating a supportive workplace culture isn’t just about putting period products in the bathroom (though, let’s be honest, that’s a great start!). It’s about normalizing conversations and acknowledging that women’s health is a workplace issue, not a private burden.

Here’s what we can do:

        1. Break the Silence: We need to talk about this—openly, honestly, and without shame. Let’s normalize discussions about periods and menopause at work.

        2. Train Managers: Every manager, regardless of gender, should understand these challenges and know how to support their team with empathy and confidentiality.

        3. Rethink Policies: Flexible hours, additional breaks, paid sick leave for health issues like endometriosis or menopause—these are basics, not perks.

        4. Offer Real Resources: Free period products, access to pain relief options, and private spaces for rest or recovery can make a world of difference.

        5. Build Peer Support: Allyship matters. Women shouldn’t feel isolated or unsupported in their struggles.

Why It’s Worth It

When workplaces support women’s health, everyone wins. Employees feel valued, productivity goes up, and retention improves. Plus, diverse workplaces—those that attract and retain talented women—consistently outperform their less inclusive counterparts. Supporting women’s health isn’t just the right thing to do; it’s smart business.

Join Us for an Important Conversation

At The Network Luxembourg, we believe women’s health deserves celebration, not stigma. That’s why on 15th January we’re hosting an event to tackle these issues head-on.

What to Expect:

     •            Real talk about menstruation, menopause, and their impact on our work.

     •            Strategies to promote more open and supportive workplaces.

     •            Practical tips for organizations to implement women’s health policies.

 

Let’s break the silence together and create workplaces where every woman can thrive. Join us!

   

Written by Laura Mendez, Vice President, The Network

 

 

[1] https://www.peoplemanagement.co.uk/article/1884613/promoting-menstrual-health-work

[2] https://www.cipd.org/en/knowledge/reports/menstruation-support-at-work/

[3] https://www.benefitspro.com/2024/09/27/half-of-women-would-quit-jobs-over-lack-of-menstrual-health-support/

[4] https://www.simplyhealth.co.uk/news-and-articles/35-million-women-have-considered-quitting-job-due-to-menopause-and-menstrual-health-symptoms

[5] https://www.peoplemanagement.co.uk/article/1884613/promoting-menstrual-health-work

[6] https://www.mmm-online.com/home/channel/women-work-through-high-levels-of-menstrual-pain/