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When it comes to workplace productivity and employee well-being, there’s an often overlooked factor: women’s health—particularly hormonal health. Half of the workforce experiences a hormonal cycle that can affect them not just monthly, but across their entire career. Menstruation, perimenopause, and menopause are all natural life stages, yet they often come with symptoms that are misunderstood, dismissed, or even stigmatized in professional settings.
As more businesses strive for inclusivity and productivity, it's crucial to recognize the challenges women+ face due to hormonal health and the benefits of addressing them. Supporting employees with menstruation-related issues or menopause is more than an ethical decision—it’s a strategic one.
Why It Matters
Ignoring the impacts of menstruation or menopause doesn’t just hurt women+; it hurts businesses. Consider the following statistics:
Menstruation: 45.2% of women+ report absenteeism due to menstrual-related issues, losing an average of 5.8 days a year. A staggering 80.7% report "presenteeism"—being at work but not able to perform at their full potential due to their symptoms.
Endometriosis: 1 in 7 women+ live with endometriosis, with an average loss of 10.8 hours of productivity per week, costing up to $456 per woman every week.
Menopause: 2 in 5 women+ experiencing menopause have considered changing jobs to find an employer who accommodates their symptoms. This happens at a time when these women are at their peak experience in leadership and decision-making.
In the U.S., workplace absence and medical costs related to perimenopausal and menopausal symptoms total $26.6 billion annually.
Breaking the Silence
The stigma around hormonal health has persisted for too long, resulting in women+ suffering in silence. However, with the workplace evolving, more companies are beginning to acknowledge the importance of addressing these issues openly. Businesses are recognizing that normalizing conversations about menstrual health and menopause isn’t just about employee retention—it’s about fostering a more productive, engaged, and loyal workforce.
Creating a Hormonal Health-Friendly Workplace
To truly destigmatize women’s health, companies need to take proactive steps, including:
Open Conversations: Encourage an open dialogue about hormonal health and its impact. Offering resources like workshops or educational materials can demystify these natural processes and remove the shame that often surrounds them.
Supportive Policies: Implement policies that allow flexibility for employees dealing with severe menstrual symptoms or menopause, such as offering paid time off for healthcare appointments or allowing flexible working hours.
Adjusting the Physical Environment: Small changes, such as providing easy access to restrooms, breathable uniforms, and well-ventilated workspaces, can go a long way in helping those experiencing symptoms manage their day-to-day work.
Training Leadership: Equip managers and supervisors with the knowledge and sensitivity needed to support employees experiencing hormonal changes. Ensuring leaders understand the potential impact of symptoms like fatigue, brain fog, and hot flashes can lead to a more empathetic and productive work environment.
In a world where attracting and retaining top talent is more critical than ever, companies that provide a hormonally supportive environment will not only retain their workforce but help them thrive.
As more companies begin to prioritize women’s health, they are paving the way for a more equitable and productive workforce. It's time to destigmatize hormonal health and ensure that every woman+ feels supported in their professional environment. Investing in women’s well-being isn't just about doing the right thing—it's about creating a workplace where everyone can succeed.
References
Menstruation-related absenteeism and presenteeism statistics (2023).
Study highlights the prevalence of absenteeism and presenteeism among women+ due to menstrual-related issues.
Endometriosis productivity loss statistics (2023).
Review covers the average productivity loss and financial cost for women+ experiencing endometriosis in the workplace.
Menopause and workplace impact (2024).
Study discusses the prevalence of menopause-related workplace challenges, including job changes, absenteeism, and economic impact.
Workplace absence and medical costs related to perimenopausal and menopausal symptoms (2024).
Study highlights the $26.6 billion cost of lost work time and medical expenses related to menopause in the U.S.
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