Bleeding The Way

Feb ‘25

By People Sorted

It’s 2025 so why are we still acting like periods are all hush-hush?!

They impact half the population, affecting lives, work, productivity, and overall well-being.

So, why is it still so hard to talk about it, when it should be a priority for all of us?

I’m interested in women’s health because I’m a woman. I’d be a darn fool not to be on my own side.

(Maya Angelou)

The price of ignoring menstrual health

Let’s start with the numbers.

Did you know that neglecting women’s health in the workplace is costing the UK economy a jaw-dropping £20.2 billion a year? 😲

The economic cost of absenteeism due to severe period pain, heavy periods, endometriosis, fibroids, and ovarian cysts is estimated to be nearly £11 billion per year.

That’s more than half the total economic impact of women’s health issues!

A 2023 report by AXA Health and the Centre for Economic and Business Research sheds some serious light on the problem women are facing!

68% of women have faced health issues at some point in their career
29% of those women feel unsupported by their employer
- when it comes to women-specific health matters – like periods, menopause, endometriosis, and fertility – that figure jumps to 36%

83% of women have had their finances affected by health issues
- Over half had to take time off work
- Nearly 1 in 4 missed a promotion
- 1 in 5 had to settle for lower pay

And in 2024 the numbers are still ringing in my ears!

Nearly half of women who didn’t take time off for a gynaecological health condition said they actually wanted to but felt unable to. (NHS Confederation)
The UK gender pay gap is 14.3%, and poor menstrual health policies are a hidden factor that push women toward lower-paid and less senior roles.

… women’s health issues and the disparity in gynaecological care, represent a pressing public health challenge and one that is directly impacting our nation’s economy. Severe period pain alone costs the UK £3.7 billion annually in absenteeism, while severe perimenopause and menopause symptoms are estimated to result in £191.0 million in lost productivity per year.

(Professor Geeta Nargund, NHS Consultant)

Many companies are still failing to adapt policies to support the health of half the workforce.

The knock-on effect?

Unemployment due to menopause symptoms alone has a direct economic impact of approximately £1.5 billion per year, with around 60,000 women in the UK unable to work due to menopause-related symptoms.

The Office for National Statistics (ONS) reported that women hold 77% of jobs in health & social work and 71% in education, yet these industries often lack policies to support menstrual health. Meanwhile, industries where women are underrepresented – like construction (17%) and transportation (25%) – are even less likely to consider their needs.

And I’m calling bullsh1t!

This is about real lives – REAL PEOPLE!

… neglecting the health of women in our workplaces isn’t just a matter of compassion; it’s a serious economic oversight.

(Flick Drummond MP)

Women shouldn’t have to choose between their health and their career

Women are showing up to work, battling cramps, fatigue, headaches, and all the other symptoms that come with their periods.

But instead of being supported, they’re expected to power through!

Supporting female employees means creating healthier, happier workplaces – and stronger, more productive businesses.

💷Smart Investment Alert!

For every additional £1 of public investment in obstetrics and gynaecology services per woman in England, the economy could gain £11 in return—potentially adding £319 million in total economic value.

A global shift

That being said, we’re finally seeing a global shift towards recognising menstrual health in the workplace.

Spain, became the first European country to introduce paid menstrual leave in 2023 – a big step in the right direction, and in 2024, Italy and Indonesia have introduced discussions on similar policies, showing further progress

Other countries like Japan, South Korea, and Zambia already have menstrual leave policies in place.

While the UK isn’t there yet, we’re getting closer, thanks to advocates like Professor Louise Newson and Davina McCall, who are shining a light on the importance of addressing menstrual health.

Organisations like Bloody Good Period continue to push for change in the UK, and recently Asda and Sainsbury’s updated their “feminine health” aisles to “period products” and “period care” – a small but significant shift towards inclusivity!

Image: thanks to Gabby Jahanshahi-Edlin

⚕️Global Health Report 2023⚕️

Creating an inclusive, period-friendly environment

Let’s be clear, menstrual health is about understanding the needs of everyone who has a uterus – and that includes transgender men, nonbinary people, and intersex individuals who also experience menstruation.

Tania Glyde, founder of Queer Menopause, highlights that the ‘reluctance to see beyond cisgender women’s experiences’ leaves many LGBTQ+ people feeling excluded from these important conversations.

Local authorities with higher ethnic diversity have poorer access to women’s health services.
Areas with higher deprivation levels report worse women’s health outcomes.
‘High investors’ in obstetrics and gynaecology services have fewer NHS staff sickness absences compared to ‘low investors.’

It’s time to have open convo’s and make sure our workplaces inclusive for everyone dealing with period-related issues.

“People are still reluctant to the idea that it’s not only women that experience periods.”

(Kenny Ethan Jones, transgender model)

Simple steps for a period-friendly workplace

Creating a supportive, period-friendly workplace doesn’t have to be complicated.

Here are a few simple but powerful steps businesses can take:

🕒 Flexible Working Policies – when period symptoms hit hard, give employees the option to work from home or adjust their hours. They’ll be able to focus better and work more productively when they’re not battling through pain.

🩸 Stock Period Products – keep menstrual products in the bathrooms – ALL bathrooms – it’s a small gesture with a huge impact.

🗣️ Normalise Period Talk – make it safe and ‘normal’ to talk about periods in the workplace. From a chat in a wellness session or a dedicated workshop, to having open conversations with your boss and direct reports – it will all help everyone feel more comfortable and supported.

📚 Educate and Raise Awareness – support employees with information about menstrual health. Run workshops, share resources, and make sure the whole team understands the impact that periods can have on productivity, mental health, and overall well-being.

Get loud and proud about periods

It’s simple.

It’s time to start treating menstrual health as an essential part of workplace well-being.

If you want your employees to show up authentically, you need to support them through all stages of their health. When people feel seen and understood, they’re more engaged, more productive, and more loyal.

It’s not that hard.

A little empathy goes a long way, and if you can’t get on board with something as basic as menstruation, you might want to reconsider that “people-centric” branding.

Because, if you’re going to act like a dick about it, I WILL call you out. 👀