Why Menstrual Leave Needs to Be in UK Workplaces

Conversations about menstrual leave are gaining momentum around the world. Countries such as Spain and Japan already allow women to take time off when period pain, PMS, or PMDD symptoms make work difficult. In the UK, the discussion is still unfolding, but waiting for new legislation isn't the only answer. Real progress begins with how workplaces choose to support women right now.

This isn't about special treatment. It's about acknowledging something simple and human: many women face days each month when pain, fatigue, or intense mood changes make work an uphill climb. Menstrual leave is one solution, but understanding and flexibility can start long before any law is passed.

What Menstrual Leave Actually Means

Menstrual leave gives employees dedicated time off to manage period pain, PMS, or PMDD symptoms without needing to label it as "sick leave". It's a gesture of fairness and empathy, not an implication that women are less capable.

No one questions taking a day off for migraines or the flu — menstrual health deserves the same respect. It's about recognising that the body sometimes needs rest, not permission.

Why the UK Isn't There Yet

Although campaigns and petitions have called for menstrual leave policies, it hasn't yet been written into UK law. Some worry it might reinforce stigma, others cite cost or complexity. But the truth is, employers don't need to wait for Westminster to act. Culture can change at the office level; and often, that's where the biggest difference is felt.

Small, thoughtful shifts in policy can create workplaces where women feel trusted and supported, not judged or dismissed.

Practical Ways Workplaces Can Help Now

Even without formal menstrual leave, there are simple, practical ways to make the workplace more cycle-aware:

• Flexible working options – Offer remote work or adjusted hours on difficult days.
• Quiet spaces – Provide a comfortable room where staff can rest if cramps or fatigue hit.
• Normalise conversations – Encourage managers to treat menstrual health like any other wellbeing topic.
• Cycle-aware scheduling – Where possible, avoid booking major meetings or deadlines during the hardest days.
• Access to essentials – Stock free period products in workplace bathrooms, just as you'd provide soap or loo roll.

These changes don't just help women, they foster a healthier, more inclusive culture for everyone.

What Women Can Do for Themselves and Each Other

If you're managing PMS or PMDD, a bit of awareness and planning can make all the difference:

• Track your cycle to anticipate when challenging days might fall.
• Communicate needs early. A quiet heads-up like "I might need a slower pace later this week" avoids last-minute stress.
• Support one another. Open conversations help normalise what too often stays hidden.

If you use a Cycle Speak Mood Board at home, you already know the value of simple, visual communication. Imagine if workplaces embraced something similar; subtle cues that help everyone understand each other without needing lengthy explanations.

Bringing It All Together

Menstrual leave might one day be written into UK law, but compassion doesn't need a policy. Real change starts when employers and colleagues show empathy and flexibility.

Supporting menstrual health isn't about weakness; it's about fairness, respect, and creating workplaces where everyone can bring their best self to work, whatever their cycle day.