The Female Hormone Health Gap: Why Supporting Employees Leads to Stronger Businesses
Introduction
Female hormonal health significantly impacts workplace productivity, yet it remains one of the most overlooked aspects of employee wellbeing.
For too long, workplaces have operated under policies designed without consideration for the natural hormonal fluctuations that affect employees who menstruate. This oversight leads to unnecessary absenteeism, productivity loss, and increased staff turnover, all of which could be mitigated with increased awareness, education and practical workplace policies which are live and visible.
Ignoring hormonal health in professional settings does not make the issue disappear. Instead, it perpetuates stigma, creating environments where employees feel compelled to hide their symptoms, struggle in silence, or even leave their jobs due to lack of support. Organisations that take proactive steps to bridge this gap can boost performance, retention, and overall workplace satisfaction.
This guide will explore the hidden costs of period and hormone stigma, highlight how cycle-inclusive workplaces improve employee engagement and productivity, and provide actionable HR strategies to support staff effectively.
The Hidden Costs of Period and Hormone Stigma in the Workplace
Absenteeism and Productivity Loss
Severe menstrual symptoms, including cramps, fatigue, migraines, and brain fog, can significantly hinder an employee’s ability to work effectively. Research indicates that one in three employees who menstruate have taken time off due to hormonal health issues (Source: Women’s Health Strategy for England, Department of Health and Social Care (UK), 2022), with many using sick leave rather than requesting specific menstrual-related support.
Even for those who continue working despite discomfort (presenteeism), their performance often declines. A lack of flexibility forces employees to push through debilitating symptoms, reducing their ability to focus and complete tasks efficiently.
The Financial Impact on Businesses
Neglecting hormonal health costs businesses money. Companies that fail to support employees dealing with female hormone-related symptoms such as PMS and menopause face:
- Increased absenteeism, leading to disruptions in workflow. (Source: CIPD Menopause in the Workplace Report (2023)
- Higher staff turnover, as employees seek more supportive workplaces.
- Reduced efficiency, as employees working through symptoms often produce lower-quality output.
- Higher healthcare costs, as chronic stress and unmanaged symptoms lead to more medical leave claims.* (Source: The Chartered Institute of Personnel and Development (CIPD))
A 2019 study found that workplace productivity loss due to menstruation costs the UK economy approximately £6 billion annually. (Source: “Menstruation, Work and Workplace Culture” – Bupa UK, 2021) By introducing cycle-aware policies, businesses can prevent losses and improve staff wellbeing.
The Emotional and Psychological Toll
Many employees feel embarrassed or hesitant to disclose menstrual-related discomfort to employers. The fear of being perceived as weak or unprofessional discourages open discussion, leading to increased stress and workplace dissatisfaction.
Lack of support also creates emotional burnout, contributing to anxiety, depression, and disengagement from work. A workplace that normalises menstrual health discussions cultivates a more inclusive, healthier, and higher-performing workforce.
How Hormone-Aware Workplaces Improve Performance and Retention
Encouraging a Culture of Awareness and Support
A workplace that actively recognises female hormonal health challenges fosters higher job satisfaction and employee engagement. Employees feel valued and supported when companies acknowledge the natural variations in energy levels and cognitive function throughout menstrual cycles.
Flexible Work Policies for Enhanced Productivity
Companies that introduce flexible work arrangements—such as remote working options, adjustable hours, or menstrual leave—see improvements in overall performance and employee retention (Source: International Labour Organization (ILO) – “Flexible Work Arrangements: Trends in Workplace Wellbeing,” 2021.ILO) This flexibility enables employees to work at their most productive times, rather than struggling through symptoms at fixed hours.
Retaining Talent Through Inclusivity
Retention rates improve significantly in organisations that implement horomone-inclusive policies. Female employees are more likely to stay in environments that acknowledge and accommodate their health needs rather than seeking new opportunities elsewhere.
Case Studies: Companies Leading the Way
- Bodyform (#LiveFearless Initiative & Workplace Menstrual Policies)
- Bodyform (owned by Essity) is leading the fight against menstrual stigma in the workplace.
- Their #LiveFearless campaign advocates for menstrual inclusivity & flexible work.
- Essity promotes paid menstrual leave and workplace wellbeing initiatives .
(Sources: Bodyform Website, Essity Corporate Responsibility)
- Spain’s National Menstrual Leave Policy & Corporate Adoption
- In 2023, Spain became the first European country to pass a paid menstrual leave law and it shows that those who are medically impacted by painful periods can have respite.
The Role of Policy, Education, and Workplace Design in Female Hormone Wellbeing
Developing Inclusive Workplace Policies
HR leaders must ensure policies reflect the biological realities of hormone health. Key considerations include:
✔ Menstrual Leave – Offering optional, non-stigmatised leave for employees experiencing severe symptoms.
✔ Flexible Working Arrangements – Providing remote work options and adjustable schedules.
✔ Menstrual Product Accessibility – Supplying free, high-quality sanitary products in workplace restrooms.
Education and Awareness Programmes
Creating training workshops and awareness campaigns helps dismantle stigma and fosters a culture of understanding. Employers can introduce:
- Educational sessions on hormonal health and its impact on productivity.
- Company-wide initiatives to normalise conversations around menstrual wellbeing.
- HR training programmes to equip managers with the skills needed to support employees effectively. (Source: UK Workplace Wellbeing Report, 2023 (Published by ACAS – Advisory, Conciliation and Arbitration Service).
Workplace Design and Facilities for Better Wellbeing
Workspaces should be adapted to support hormonal health needs, including:
- Comfortable rest areas for employees experiencing fatigue or cramps.
- Bathrooms stocked with free menstrual products.
- Ergonomic workstations that support individuals dealing with physical discomfort.* (Source: IES – Workplace Health Report)
Actionable Recommendations for HR Leaders
✔ Survey employees to identify specific hormonal health challenges in your workplace.
✔ Introduce practical policies & guidances that support flexible work schedules and menstrual leave.
✔ Create an open dialogue, awareness and understanding around hormonal health to remove stigma.
✔ Offer free menstrual products in restrooms to ensure accessibility.
✔ Train managers on how to approach menstrual health conversations with empathy and professionalism.
FAQs
Why should businesses care about female hormonal health?
Ignoring hormonal health in the workplace leads to reduced productivity, increased absenteeism, and lower retention rates. Addressing it boosts overall performance and creates a healthier, happier workforce.
What are the benefits of hormone-confident policies?
Menstrual-inclusive policies lead to higher employee engagement, better retention, and improved wellbeing, ultimately enhancing company success.
Do hormonal health policies exclude male employees?
No. A hormonal-aware workplace benefits everyone by fostering empathy, inclusivity, and overall wellbeing, leading to higher job satisfaction across all genders.
How can businesses implement hormone health support without high costs?
Simple, cost-effective solutions include free menstrual products, flexible hours, and remote work options—all of which enhance workplace satisfaction without significant expense.
Are period leave policies discriminatory?
No. Menstrual leave is about equity, not discrimination. It recognises biological differences and provides necessary support without disadvantaging employees.
Which industries benefit the most from hormone-inclusive policies?
All industries benefit, but especially those with long shifts, high-pressure roles, and physically demanding jobs, such as corporate offices, retail, healthcare, and service industries.
Conclusion
The hormone health gap in workplaces is a critical yet solvable issue. Businesses that take proactive steps to support employees with cycle-aware policies will benefit from higher productivity, better staff retention, and a healthier workforce.
By implementing inclusive policies, providing education, and adapting work environments, companies can eliminate stigma, improve wellbeing, and build stronger, more successful organisations.
For more expert guidance on workplace wellbeing solutions, visit empower4life.
