women

What Working Women Go Through During Their Period—And Why It Matters At Work?

Truworth Wellness

May 26, 2025 • 5 min read

We’re in 2025, a time when organizations are actively talking about mental health, parental leave, and diversity. Yet, one natural biological process—menstruation—remains under-acknowledged in most corporate spaces. Why?

Because talking about periods still feels uncomfortable for many. It’s either treated as a “private matter” or simply brushed aside as “not professional enough” for boardrooms and policies. But for millions of working women (and others who menstruate), periods are not something left at the office door. They show up during deadlines, meetings, and even during performance reviews.

What if we told you that supporting menstruation in the workplace isn’t just the “right” thing to do—it’s a strategic advantage for companies? That menstrual wellness is not about adding another perk but creating a culture that genuinely supports productivity, equity, and empathy?

Let's dive deeper.

It Begins Before Day One: The Hormonal Rollercoaster

Most people think “the period” is only the days of bleeding, but for many women the real disruption starts a week earlier during premenstrual syndrome (PMS). Fluctuating estrogen and progesterone levels can bring on:

Sharp mood shifts—irritability, anxiety, or sadness that feel out of character.
Brain fog and fatigue—difficulty focusing in meetings or making quick decisions.
Fluid retention and bloating—clothes feel tight, confidence dips.

These symptoms can sap energy and undermine confidence long before any cramps appear. A high-stakes presentation during PMS can be as mentally taxing as presenting with jet-lag.

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Day 1-3: Cramps, Flow Management, and the Silent Mental Load

Once bleeding starts, prostaglandins (chemicals that trigger the uterine lining to shed) often cause:

Throbbing lower-abdominal or back pain that feels like a pulled muscle and can radiate down the legs.
Gastro-intestinal upsets—loose stools or nausea triggered by the same prostaglandins.
Heavy flow “surprises”—sudden gushes that send employees sprinting to the washroom.

On top of raw physical pain, many women carry a constant mental checklist:
“How long since I changed my pad?” … “Do I have a spare in my bag?” … “I hope the conference-room chair is dark fabric.”

That silent vigilance drains cognitive bandwidth that could be spent on problem-solving for the company.

The Spectrum of Severity: It’s Not One-Size-Fits-All

Dysmenorrhea: Up to 20 % of menstruators experience pain severe enough to interfere with daily tasks.
Endometriosis or adenomyosis: Roughly 1 in 10 women, often undiagnosed, endure stabbing pelvic pain that over-the-counter meds barely dent.
PCOS-related irregular bleeding: Extended, unpredictable cycles make advance planning impossible.

Because symptoms vary wildly, a “standard sick-day policy” seldom offers fair cover. Flexible options empower employees to manage their reality rather than a textbook cycle.

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Emotional Undercurrents: The Stigma Still Stings

Even in progressive offices, women report:

Fear of being labelled “less committed” if they ask to step out or work from home on a painful day.
Awkward jokes or dismissive comments (“Is it that time of the month?”) that erode psychological safety.
Isolation for trans, non-binary, and gender-diverse colleagues who menstruate but may not feel safe revealing that in a binary restroom layout.

Stigma converts a private biological process into a professional vulnerability—unless leaders neutralize it by normalizing conversation.

Why Proactive Corporate Support Isn’t a Perk—It’s Sound Business?

Impact Area	Without Support	With Menstrual-Friendly Policies
Productivity	“Presenteeism”—showing up but working at 50 %	Focus restored through flexible hours, rest areas
Engagement & Retention	Silent resentment; higher turnover of mid-career women	Loyalty to an employer that “gets it”
Employer Brand	Empty Promises on DEI	Tangible proof of inclusion; stronger talent pipeline
Healthcare Costs	Escalating chronic issues from unmanaged pain	Early intervention via education and onsite clinics

What Meaningful Support Looks Like—From a Woman’s Perspective?

1) Freedom to Speak Up

Managers trained to ask, not assume: “What would help you work comfortably today?”
Anonymous HR channels for menstruation-related feedback.

2) Product & Facility Upgrades

Stock pads, tampons, and eco-friendly cups in all washrooms—no ID checks, no vending machine coins.
Disposal bins inside each stall; heating pads available in wellness rooms.

3) Policy Choice, Not Mandate

Option of a “wellness leave” day, remote work, or flex scheduling—chosen by the employee, not imposed.
Transparent assurance that performance reviews will not penalize those choices.

4) Education for Everyone

Lunch-and-learns with gynecologists that welcome all genders.
Myth-busting resources on Slack or the intranet (e.g., “Heavy flow is not just ‘being dramatic’—here’s why.”)

5) Data-Driven Iteration

Quarterly pulse surveys on menstrual health satisfaction.
KPI: uptake of provided products, anonymized Sick-vs-Productivity ratios, and turnover trends among menstruating employees.

A Roadmap for Leaders Ready to Act

Run a needs-assessment survey—anonymous, covering symptoms, current pain points, and desired resources.
Pilot small—start with stocked products and a designated rest area in one office wing.
Train front-line managers—short workshops on empathy, policy use, and language to avoid.
Measure and refine—track uptake, satisfaction, and performance metrics; scale the program accordingly.
Communicate wins—share data and stories company-wide to maintain momentum and normalize the conversation.

Also Read: Women At Work Avoiding Unconscious Bias

Conclusion: Turning Empathy into Equity

Periods aren’t a monthly inconvenience; they’re a physiological reality that can collide with workplace expectations in ways non-menstruators seldom notice. By listening to women’s lived experiences—pain, planning, stigma, and the mental load—companies can design supports that transform silent struggle into shared success.

A menstruation-friendly workplace signals that wellbeing isn’t reserved for off-hours; it’s woven into how business gets done. The ROI shows up in healthier employees, stronger engagement, and a brand synonymous with true inclusion.

Ready to close the empathy gap? Start where women need you most—on the days they feel it most acutely. Because when your people thrive across the entire cycle, so does your company.