Menstrual health at work: what a survey of 1,300 people means for employers

Insights from a Peppy survey exploring menstrual bleeding, workplace wellbeing and the case for earlier, better support.

Menstrual health is still widely treated as a personal or private issue. But our latest research shows that menstrual bleeding has a significant and measurable impact on employee wellbeing, workplace performance and retention.

For many people, periods are heavy, painful, unpredictable and disruptive. Symptoms such as prolonged bleeding, severe pain and mood changes affect physical health, emotional wellbeing and day-to-day functioning, yet they are often normalised, overlooked or dismissed.

To better understand the scale of this issue, the Peppy team analysed insights from over 1,300 people using our menopause and women’s health services. The findings highlight clear gaps in recognition, education and care, and important implications for employers.

Why menstrual health matters in the workplace

Menstrual health does not sit outside of work.

It shapes how people experience their working lives, from energy and concentration to confidence, attendance and engagement. When symptoms are poorly recognised or unsupported, the impact often shows up as presenteeism, reduced productivity and increased retention risk.

For HR and benefits professionals focused on wellbeing, DEI and performance, menstrual health is a critical and often missing part of the conversation.

Menstrual bleeding patterns: unpredictability is common

Among respondents who still experience periods, many described cycles that are difficult to predict or manage:

• 34% reported cycle lengths that vary month to month

• Nearly a third experienced bleeding lasting six days or more

• A significant proportion reported heavy or very heavy bleeding

Unpredictable cycles make it harder to plan workdays, manage energy levels or commit to fixed schedules. For employers, this highlights the importance of flexibility and avoiding assumptions about what a “normal” menstrual cycle looks like.

Symptom burden and missed clinical red flags

A substantial number of respondents reported symptoms recognised clinically as significant:

• 58% had irregular or unpredictable periods

• 54% experienced extremely heavy bleeding

• 48% reported very painful periods

• 43% passed large blood clots - a recognised clinical red flag

Despite this, only 21% of those experiencing red-flag symptoms had been told their bleeding was abnormal.

Even more concerning, just 13% were receiving treatment. Among those who sought medical help, fewer than half felt taken seriously.

This suggests the issue is not over-reporting but under-recognition and delayed support.

The everyday and workplace impact of periods

Menstrual bleeding and related symptoms affect far more than physical health.

Overall:

• 73% said their periods interfere with everyday life

• 10% described the impact as severe

At work:

• Nearly one in three had taken time off due to bleeding or period-related symptoms

• Many more continued working through symptoms without disclosing the true impact

This gap suggests a significant level of presenteeism, which can affect performance, increase burnout and contribute to longer-term absence.

Menstrual health, life stage and underlying conditions

Most respondents were living with conditions that affect menstrual health:

• Perimenopause: 54%

• Endometriosis: 8.6%

• PCOS: 6.6%

Despite the average participant age being 46, many did not have a perimenopause diagnosis, even with significant symptoms.

When symptoms are real but unnamed, employees may struggle to ask for adjustments or support. Employers, in turn, may lack the context needed to respond effectively, increasing the risk of losing experienced talent at key career stages.

Gaps in menstrual health education

Nearly three quarters of respondents said they did not receive enough menstrual health education growing up. Today, most rely on online sources to understand menstrual health, often without clear guidance on what is normal, what is not, or when further investigation is needed.

For employers, this presents a clear opportunity: access to credible, evidence-based information can empower employees to understand their symptoms, seek help earlier and communicate their needs at work.

What this means for employers

This research highlights a clear unmet need in menstrual health recognition, education and support, with direct implications for employee wellbeing, productivity and retention.

It also points to three areas where employers can make a meaningful difference.

1. Improving recognition and early support

Clear red-flag guidance and structured symptom assessment can reduce delays in diagnosis and prevent symptoms escalating into longer-term absence.

2. Enhancing education and self-management

Targeted resources on menstrual bleeding, perimenopause, endometriosis, PCOS and medication effects help employees understand what is normal and when to seek further support.

3. Providing holistic, joined-up care

Hormonal transitions and gynaecological conditions often overlap. Integrated, whole-person support enables employers to respond more effectively to symptoms that affect attendance, productivity and wellbeing.

A workplace issue hiding in plain sight

Menstrual health is not a “women-only” issue. It’s a workplace wellbeing issue, a performance issue and a retention issue.

When employees feel informed, listened to and supported, symptoms are less likely to escalate. Presenteeism reduces. Confidence improves. And people are more likely to stay and thrive at work.

This research reinforces both the scale of the challenge and the opportunity for better support. By taking menstrual and hormonal health seriously, employers can create healthier, more inclusive and more sustainable workplaces.

Book a call with Peppy to explore how earlier recognition, better education and joined-up menstrual and hormonal health support can improve wellbeing, reduce presenteeism and help you retain experienced talent.