Female hormones in the workplace

"How can I focus and smile during my presentation when cramps are eating me up inside?", "How do I tell my employer I'm pregnant?", "The truth is that lockdown allowed me to manage my menopause symptoms while working from home"... These and other thoughts occur in people's daily lives under the influence of female hormones. How can this issue be integrated into the professional world to guarantee equal opportunities and an inclusive environment? A subject which, although it concerns half of the population, has remained largely taboo.

Life at work under the influence of female hormones

Each menstruating person's experience is different, and the successive stages of hormonal life are not lived in the same ways . The realities they face are not always limited to menstruation. There are also unrecognised chronic gynaecological diseases such as endometriosis, polycystic ovarian syndrome, involuntary termination of a pregnancy or anxiety. Menopause is well known to cause various physical and cognitive symptoms, such as lack of concentration, anxiety and decreased energy. Pregnancy is another phase of significant change for hormones, driving a transformation of the personality and the body.

The adjustment that is needed to accommodate these changes in the workplace is what Katherine Sang calls "Blood Work". Her medical article defines it as "the amount of individualised work undertaken by people with menstrual and gynaecological health problems to manage their bodies in order to match the professional standards set by people who are not menstruating". Her observation: "Menstruation and gynaecological health, as tangible realities of women's and trans/non-binary people's bodies, have remained absent from discussions on the human body at work."

This article compiles examples from around the world about the correlation between menstruation and work. In the United States, increased menstrual flow is associated with loss of employment and negative financial consequences. In Denmark, endometriosis has been associated with increased absence due to illness, and in Korea, irregular menstruation is associated with more part-time jobs and unemployment. The affected population appears to spend much time and effort managing symptoms at work. They also experience the additional mental burden of being labeled weak or unprofessional.

Employers’ power of action

Expert opinions are unanimous: stereotypes must be fought against, and stigmas deconstructed. Awareness campaigns and trainings for all stakeholders make it possible to become aware of the various realities and challenges in order to reduce prejudice. Reducing the mental burden is another avenue. Studies show that hiding something so important in a person's life has a negative impact on productivity, a phenomenon also known as "the cost of doublethink". Cultivating an open and inclusive work environment that promotes a culture of respect and belonging and creating a work rule with a zero-tolerance clause for sexism, discrimination, or harassment are foundations that must be built.

Some organisations provide menstrual hygiene products. Others set up rest areas, flexible working hours, or wellness or menstrual leave. Such measures allow us breaking the taboo and consider this reality.

A short survey conducted by IMS Luxembourg on menstruation in the workplace confirms the expectation of concrete measures by companies.
The menstruating people who answered would like to have dedicated days off (for 47% of them), flexible working hours (43%), the provision of hygienic products (40%), the allocation of an office or a place to rest (40%), information and awareness sessions on the subject (29%) and financial support for mental and physical health (24%). It should be remembered that 47% of women consider that their hormonal cycle, menstruation, pregnancy or chronic gynaecological problems have had a negative impact on their professional development.

Political progress?

Some countries have already legislated a "menstrual leave". Japan, South Korea, Taiwan, Indonesia, and Zambia offer a legal framework for menstrual leave at work. In February 2023, Spain became the first European country to move forward on this issue, passing a law that allows doctors to take a person off work due to "incapacitating periods”. Menstrual health advocates have welcomed the measure. Others fear that it would be counterproductive for women in the workplace, as it would reinforce the stigma of a weak or disabled woman. Since the law has only been in effect for a short time, it is too early to know the real impact. On a smaller scale, since March of this year, the French city of Saint-Ouen has been experimenting with menstrual leave for its female employees. The city's 1,200 female employees can now request two days of optional paid leave per month.

What about Luxembourg? In 2021, Luxembourg's Minister of Labour, Dan Kersch, ruled out granting women two days of paid leave per month during a parliamentary debate following a petition calling for women to be given time off when they menstruate. In 2022, a new petition was launched to have endometriosis recognised as a disabling disease and a long-term condition. However, it did not reach the 4,500-signature threshold, so it was closed without any further action.

A long way to go...

Until now, these concerns have been largely ignored, but they are real social issues. How should the current situation evolve? Should organisations take the initiative and fill the gaps in an ageing legal framework that lags behind the new facets of our society? Indeed, it is time to end the taboo and include men in these reflections.
They cannot remain on the sidelines of these subjects. On the contrary, they must understand them to facilitate living together.