When I first started working in education in the 1990s, many women argued that we shouldn’t lobby for time off work for our periods. It was felt that this would be a huge setback for gender equality, reinforcing stereotypes of women as the weaker sex and less reliable employees.
Over a decade later, while menopause is on the agenda in the UK, menstruation is not, yet many women suffer monthly (some more frequent) debilitating symptoms. It seems that we are perpetuating a culture of women ‘just getting on with it’ rather than prioritising their health and wellbeing.
Though menopause policies in the workplace are burgeoning, the same cannot be said of menstruation. Is it time to argue that menstruation should be recognised and responded to in the workforce? This might be especially pertinent in the EYFS.
(While this article refers to women, it includes all people who menstruate, including those who do not identify as women.)
The realities of menstruation
Experiences of the menstrual cycle vary hugely. Some women have very mild symptoms, others get symptoms so severe that it makes everyday life debilitating.
Common PMS symptoms include:
- breast swelling and tenderness
- stomach cramps and bloating
- backache
- headaches
- constipation and diarrhoea
- anxiety and depression
- heavy bleeding.
With premenstrual dysphoric disorder (PMDD), a more severe form of PMS, symptoms vary but include severe cramping; aches and pains; irritability; insomnia; fatigue; anxiety; fluid retention and swelling; skin inflammation; difficulty concentrating and remembering; palpitations and fainting.
The current situation in the UK
According to the data:
- Two-thirds of working women have never taken time off for period pain. This includes 40 per cent of those who regularly get pain that affects their ability to work (source: YouGov 2022).
- 73 per cent say they have struggled to work because of a ‘troublesome’ period. 79 per cent cite pain as a reason, although this is not the only symptom that can affect the ability to work (source: Bloody Good Period).
- The average number of sick days per year is 4.4 (source: ONS).
Are women reluctant to take time off for ‘menstrual leave’ as these days would mount up? This is without taking into account other sick days needed for flu and other one-off illnesses.
'They feel too embarrassed to discuss the matter with line managers and bosses.'
Susan Mayall, head of employment law at Pearson Solicitors, says, ‘Many women in the UK are forced to use sick days to cover uncomfortable menstrual periods. They feel too embarrassed to discuss the matter with line managers and bosses.
‘It may only be a matter of time before “reasonable adjustments” in the workplace are considered for those suffering from menstruation problems. Employees should feel comfortable in their place of work, and my first piece of advice to both sides in any issue is open and honest communication.’
Menstrual leave
Last year, Spain was the first country in Europe to pass legislation for menstrual leave. It allows women suffering from severe symptoms to take three days off per month, funded by the state. This is prompting action in other countries, though there are currently no such plans in the UK.
Dawn Lobley, legal director of law firm Browne Jacobson, talks about some of the pros and cons of menstruation leave.
‘Possible benefits to employers include helping employees feel included and valued in the workforce. This could support staff retention, particularly where employers are not able to accommodate hybrid working. The same could be said for those employees suffering from other conditions, such as endometriosis. Concerns by employers that it may increase employee absence rates may not be justified, as employees may already be taking sick leave without being clear on the reason for their absence.’
Lobley continues, ‘On the other hand, there is the risk that menstruation leave could be open to abuse and result in a rise in employees taking time off work. Interestingly, there was reported resistance from a Spanish trade union to introducing the new law in Spain due to concern that employers would favour hiring men.’
Menstruation policies and reasonable adjustments
The British Medical Journal supports employees by having a menstruation policy that enables them to ask for adjustments that would help them manage their symptoms at work. This starts with employers and line managers gaining a better understanding of the issues related to menstruation so they can support their employees accordingly.
As Mayall comments, ‘There are no current employment law cases on menstruation. Having said this, employment protection related to menopause symptoms was unheard of until recently and so hopefully it may only be a matter of time before “reasonable adjustments” in the workplace are considered the norm for women who suffer from period pains and menstruation issues.’
Looking forward
What happens in EYFS settings, in common with many places of employment, is ad hoc and down to the managers and staff. There is nothing official or legislative in place.
Maybe the progress made around the menopause and the proposals for menstrual leave in Spain will prompt employers to pay further attention to menstruation, not to mention other conditions with painful and debilitating symptoms.
Considering what can be done to support employees with chronic health symptoms seems like an obvious concern. Giving serious attention to the decades of women’s lives that precede the menopause is timely.
Voices from the sector
Amy: ‘We look out for each other and afford each other the time to use the bathroom or take pain relief when necessary. There’s always a basket with the essentials in it.’
Frederica: ‘We have a basket with pads and tampons. Although the SLT show sympathy, there have been times when I’ve been bowled over in pain but haven’t been allowed to go home.”
Shalma: ‘We don’t really talk about it. Occasionally someone might say, “It’s the time of the month” when they’re feeling under the weather. It’s never been addressed as a whole staff or seen as an issue.’
CASE STUDY: KAY ROWE NURSERY SCHOOL AND CHILDREN'S CENTRE
Sarah Porter, head teacher of Kay Rowe Nursery School and Children’s Centre in the London Borough of Newham, told Nursery World, ‘If staff are feeling really unwell with period pains or difficulties we would not expect them to come to work. I use my discretion to support staff who frequently have bad period pain by understanding that they may have more frequent occasional absences. I have a number of staff with conditions like endometriosis and hormone-related migraines that cause them to suffer a lot of pain when it’s their period. I have made time for them to talk to me about this and understand they may need more time off.
‘The staff with bad pain usually tell me. I think the younger staff are the ones who are less likely to let me know – they sometimes just say they “aren’t well”. If I notice staff having a day off every month I will usually chat to them about what is causing it. I speak a lot with staff who have long-term issues and try to be as supportive as I can.’
The setting provides free tampons and sanitary towels in the parent and staff toilets across the nursery and children’s centre. Nursery staff are also allowed to take a short break if they have period pains and need a warm drink and pain relief.
Sarah says she thinks it would be good to have a menstruation policy or reasonable adjustments in place for staff on their period so staff can come and chat through their situation if they are struggling with a lot of pain.
MORE INFORMATION
- ‘Period pain and work’: https://yougov.co.uk/topics/society/articles-reports/2022/09/30/period-pain-and-work-many-women-have-never-taken-t
- Bloody Good Period charity: www.bloodygoodperiod.com
- ‘Sickness absence in the UK labour market’: www.ons.gov.uk/employmentandlabourmarket/peopleinwork/labourproductivity/articles/sicknessabsenceinthelabourmarket/2022
- NHS overview on periods: www.nhs.uk/conditions/periods