Supporting Non-Binary And Trans Employees With Menstrual Health Needs
When workplaces talk about menstrual health, the conversation often stops at “women’s wellness.” But this narrow framing leaves out a very real group of employees. Many non-binary and transgender people menstruate, and many women do not. Menstrual health is not a gender issue. It is a human health issue.
As organisations push toward diversity, equity, and inclusion, menstrual health policies need to evolve beyond gendered assumptions. Supporting non-binary and trans employees with menstrual health needs is not about special treatment. It is about dignity, safety, and equal access to care at work.
Menstruation Does Not Belong to One Gender
A common misconception is that only cisgender women menstruate. In reality:
- Some trans men menstruate
- Some non-binary people menstruate
- Some women, including post-menopausal women or those with certain medical conditions, do not menstruate
When policies, washrooms, communication, and wellness programs assume menstruation equals womanhood, they unintentionally create exclusion. This can increase stress, absenteeism, presenteeism, and emotional fatigue among employees who already navigate identity-related challenges at work.
The Hidden Workplace Challenges Faced by Trans and Non-Binary Employees
For many trans and non-binary employees, managing periods at work comes with layered stressors.
- Fear of being outed: Accessing menstrual products in women-only washrooms or requesting menstrual leave can unintentionally disclose someone’s gender history.
- Lack of safe facilities: Gender-neutral washrooms often lack disposal bins, sanitary supplies, or privacy features needed during menstruation.
- Healthcare gaps: Many corporate health benefits are designed around binary gender categories, making it harder to access gynaecological care or hormonal support without discomfort or misgendering.
- Silence and stigma: Menstrual pain, fatigue, and hormonal changes are often dismissed. For trans and non-binary employees, speaking up can feel even riskier.
These challenges affect not just comfort, but performance, mental wellbeing, and retention.
Why Inclusive Menstrual Health Is a DEI and Business Priority?
Ignoring menstrual needs does not make them disappear. It only pushes employees into survival mode.
Inclusive menstrual health support leads to:
- Lower absenteeism and burnout
- Higher psychological safety
- Better trust in leadership
- Stronger employer brand among younger and diverse talent
- Reduced attrition among LGBTQIA+ employees
In India, where conversations around gender and menstruation are already sensitive, organisations have a powerful opportunity to lead with empathy and education.
What Inclusive Menstrual Health Support Looks Like at Work?
Supporting non-binary and trans employees does not require complex overhauls. It requires thoughtful design and respectful language.
Use Gender-Inclusive Language in Policies
Replace phrases like “women’s hygiene” with:
- Menstrual health support
- Period care benefits
- Reproductive health coverage
This simple shift signals belonging without forcing anyone to explain themselves.
Provide Menstrual Products in All Relevant Washrooms
Menstrual products should be available in:
- Gender-neutral washrooms
- Accessible washrooms
- Any space employees may use safely
Disposal facilities should be standard, not an afterthought.
Design Leave and Flexibility Policies That Are Not Gendered
If your organisation offers menstrual leave, ensure it is:
- Available to anyone who menstruates
- Framed around health needs, not gender identity
- Supported with flexible work options rather than rigid approval processes
Privacy matters. No one should have to justify pain to be believed.
Train Managers to Respond With Sensitivity
A supportive policy fails if managers are uncomfortable or uninformed.
Manager training should cover:
- How menstruation affects energy, focus, and emotional regulation?
- Why not to question or minimise symptoms?
- How to respect confidentiality and pronouns?
- How to offer flexibility without bias?
This is especially important in Indian workplaces where hierarchy often discourages open health conversations.
Expand Health Benefits Thoughtfully
Inclusive healthcare benefits may include:
- Access to gynaecologists who are trained in trans-affirmative care
- Coverage for hormonal therapies when applicable
- Mental health support for gender dysphoria and stress
- Wellness consultations that are identity-affirming
Employees should not feel they must choose between care and comfort.
The Emotional Side of Menstrual Health at Work
Periods are not just physical. Hormonal shifts affect mood, sleep, anxiety, and confidence. For trans and non-binary individuals, menstruation can also trigger gender dysphoria, making routine workdays emotionally heavier.
An inclusive workplace acknowledges this reality without pathologising it. Normalising conversations around emotional wellbeing, offering counselling support, and building compassionate leadership go a long way.
Creating a Culture Where No One Has to Hide
Policies matter, but culture matters more.
An inclusive culture:
- Does not make jokes about periods
- Does not assume everyone who menstruates is a woman
- Does not treat accommodations as weakness
- Encourages empathy without overexposure
Employees should never have to choose between being authentic and being professional.
Small Steps That Make a Big Difference
If your organisation is just starting, begin here:
- Audit existing wellness and leave policies for gendered language
- Ask employees anonymously what support they need
- Partner with wellness experts who understand inclusive health
- Communicate changes clearly and respectfully
Inclusion is not about perfection. It is about progress.
Where Corporate Wellness Can Lead the Way?
Corporate wellness programs often focus on fitness challenges, step counts, or nutrition talks. Inclusive menstrual health reminds us that wellness is also about safety, respect, and lived experience.
At Truworth Wellness, we believe workplace wellbeing must reflect the diversity of real human bodies and identities. Designing wellness programs that are inclusive, evidence-based, and emotionally intelligent helps organisations move from surface-level inclusion to meaningful care.
Final Thought
Supporting non-binary and trans employees with menstrual health needs is not a niche initiative. It is a reflection of how seriously an organisation values human dignity.
When workplaces stop asking, “Who is this benefit meant for?” and start asking, “Who might we be unintentionally excluding?”, real wellness begins.
If you are ready to build inclusive, practical, and culturally relevant wellness strategies for your workforce, Truworth Wellness can help you design programs that support every body at work.