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The Business Case for Menstrual and Menopause Support at Work

 

Introduction

Absenteeism costs UK employers billions every year – yet some of the biggest drivers remain invisible in workplace data. In a 2023 survey by the CIPD and The Guardian, 69% of women said they had experienced negative effects at work due to menstrual symptoms, and more than 1 in 5 reported taking sick leave as a result.

The truth is, hormone-related health issues – from painful periods to menopause transitions – are quietly draining productivity and impacting retention across all career stages. And because much of the loss comes from presenteeism, the real cost is rarely captured in HR reports.

This article uncovers the hidden costs of hormone-related absenteeism, why they matter for HR, and the practical first steps you can take today.

 

Menstrual Health and Workplace Impact

The overlooked cost of dysmenorrhoea

Painful periods are one of the most common health issues among working-age women, affecting up to 90%. For around 1 in 10, the pain is severe enough to disrupt daily life (ACOG, 2018).

In the UK, more than 20% of women have taken sick leave due to period symptoms (The Guardian, 2023). Yet absence is only part of the story. Research in Europe found that women lose an average of 8.9 days to absenteeism and 23.2 days to presenteeism per year because of menstrual pain (Schoep et al., 2019). Presenteeism alone costs employers around 1.5 times more than sickness absence (HSE, 2021).

👉 HR Checklist prompt:

  • Do we know how many sick days in our workforce are linked to period pain?
  • Are employees working while unwell but underperforming?

For early-career employees (18–35), these issues hit during formative years in the workplace. Left unaddressed, they can erode confidence, reduce engagement, and affect long-term retention.

The Organisational Cost Across Career Stages

Hormone-related absenteeism is not limited to younger staff – it follows employees through every stage of their careers.

Early career (18–35): Period pain and endometriosis

  • More than 45% of working women report absenteeism linked to their cycle, averaging 5.8 days per year (PubMed Central, 2022).
  • Endometriosis, which affects one in ten women, leads to an average weekly productivity loss of 10.8 hours (Nnoaham et al., 2011).
  • At median UK pay, that equates to around £1,650–£2,000 lost productivity per employee each year.

Mid-career (35–50): Perimenopause

  • Symptoms such as fatigue, brain fog, and heavy periods affect around 80% of women, many of whom are in senior roles.
  • The Fawcett Society (2022) reports that one in ten women leave work altogether due to menopause-related issues.
  • Replacing a mid-level manager can cost upwards of £30,000 in recruitment, onboarding, and lost expertise.

 Later career (50–60+): Menopause and beyond

  • Around 4.5 million women aged 50–64 are currently in the UK workforce. One in four reports severe menopausal symptoms.
  • Almost half (44%) say their ability to work has been affected, and eight in ten workplaces provide no basic support (Fawcett Society, 2022).
  • According to the NHS Confederation (2024), menopause-related ill health costs the UK economy £7bn annually.

👉 HR Checklist prompt:

  • Do we measure how many employees report fatigue, brain fog, or hot flushes impacting their work?
  • Are we missing out on retention by not addressing women’s health needs?

Why It’s a DEI and Retention Issue

Hormone-related health is not only a wellbeing issue – it is also a diversity, equity and inclusion (DEI) challenge.

In 2023, Business in the Community (BITC) reported that 1 in 4 employees do not feel able to disclose women’s health issues at work. This lack of psychological safety leads to silence, disengagement, and ultimately turnover. Experienced staff are leaving roles or reducing hours, often in organisations that position themselves as inclusive but fail to address menstrual or menopausal health in practice.

👉 HR Checklist prompt:

  • Do we recognise women’s hormonal health as part of inclusive wellbeing strategy?
  • Would our workplace culture pass the test of psychological safety when women disclose hormone-related struggles?

For HR leaders, failing to act risks undermining gender equity commitments and damaging employer brand.

Practical First Steps for HR Leaders

The good news: solutions are achievable, measurable, and do not require excessive budgets.

Policy

Only 1 in 10 UK organisations currently have a wellbeing policy that explicitly covers menstrual or menopausal health (ONS, 2023). Introducing one signals inclusion and provides a framework for support.

Flexibility

Flexible working has been shown to reduce absenteeism by up to 30% in women aged 18–45 (CIPD, 2022). Options such as adjusted hours, hybrid working, or temporary remote days during peak symptom periods are low-cost interventions with significant impact.

Manager training

The Fawcett Society (2022) found that 60% of women considered leaving their role due to a lack of managerial understanding. Training line managers to respond with empathy and practical adjustments is one of the most effective retention levers available.

👉 HR Checklist prompt:

  • Do we track absenteeism and presenteeism related to women’s health?
  • Are our managers equipped to support staff through perimenopause and menopause transitions?

This is where Cycle-Aware Kickstart, a one-off awareness workshop, fits in. It provides evidence-based training and creates the foundation for more strategic resilience programmes.

Conclusion: The Business Case is Clear

Hormone-related absenteeism is one of the workplace’s biggest hidden costs. From painful periods to menopause transitions, the impact spans every career stage, affecting productivity, retention, and inclusion.
For HR leaders entering budget season, ignoring these costs risks missed targets, disengagement, and talent loss. The solution is not complex or expensive – it is about measuring what matters, creating supportive policies, and building a culture where women can thrive.

👉 Next step:

  • Download the free HR Checklist: 7 Questions to Spot Hormone-Related Absenteeism in Your Workplace.
  • Or book a free 20-minute Cycle-Aware Workplace Call to explore your organisation’s hidden costs.

References

 

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