Is a Workplace Where Menstruation Can't Be Discussed Outdated? Insights from UK Research on "Menstrual Inclusion" — Japan's 0.9% and the Global Wave of Rethinking "Menstruation and Employment"

Is a Workplace Where Menstruation Can't Be Discussed Outdated? Insights from UK Research on "Menstrual Inclusion" — Japan's 0.9% and the Global Wave of Rethinking "Menstruation and Employment"

1. The Cost of "Periods are Private" is Coming Back to the Workplace

"It's hard to talk about periods at work."
Many people might feel this way.


In advertisements, indirect words like "feminine care" and "blue days" are used, and even the color of blood is changed to blue. Growing up in such a culture, we unconsciously receive the message that "periods should not be talked about in public."Phys.org


However, the cost of this taboo is not small.
A study published by the University of Portsmouth in 2025 highlighted with numbers how severe menstrual symptoms are affecting workplace performance and well-being, and how companies are lagging in their response.Phys.org


2. The First Comprehensive Study on "Workplace Menstrual Discrimination" in the World

This study is based on the paper "Menstrual discrimination: period pain, productivity and performativity" published in the journal Equality, Diversity and Inclusion. The authors conducted a systematic review, thoroughly re-examining previous studies across various fields such as medicine, sociology, and organizational theory.emerald.com


The results are shocking.

  • Only 16 peer-reviewed papers worldwide were found that directly addressed menstrual health in the workplace.emerald.com

  • A large-scale survey of over 42,000 women found that **38% experienced "menstrual symptoms severe enough to interfere with daily life."**Phys.org

  • Many people with severe symptoms experience reduced concentration and judgment due to pain, anemia, insomnia, and mood swings, leading to a state of presenteeism where they are "at work but unable to perform at all."emerald.com


On the other hand, only a small number of organizations have systems in place to support such individuals.

  • Among the organizations surveyed, only 18% positioned menstrual health as part of their employee benefits.

  • Only **12%** had specific support systems for "menstrual and uterine disorders."Phys.org


The research team calls this gap "menstrual discrimination" and warns that leaving it unaddressed could lead to long-term damage such as depression, resignation, and career stagnation.emerald.com


3. How Invisible Pain Changes the Way We Work

Symptoms associated with menstruation cannot be dismissed as merely "stomach pain."

According to the paper and related research, the following symptoms are reported to affect work:Phys.org

  • Unbearable lower abdominal pain and back pain in any posture

  • Anemia with dizziness, overwhelming fatigue

  • Headaches, nausea, sleep disorders

  • Mental changes such as irritability, anxiety, and depression

  • Long-term discomfort from chronic conditions like endometriosis and uterine fibroids

When these symptoms overlap, it leads to a state where "I go to work, but almost nothing gets done." In fact, studies in other countries report that people with menstrual-related discomfort not only have more absences but also significantly lower productivity during work hours compared to those without such discomfort.ScienceDirect


However, there are still few workplaces where one can openly say in a meeting, "I can't concentrate today because my period is heavy." As a result, the "silent loss" of working while in pain continues to accumulate.


4. Why is it Considered Such a Taboo?

The research team points out that the "culture of taboo itself" makes the problem less visible.emerald.com

  • Words that directly indicate menstruation are avoided, and euphemisms like "female-specific condition" or "that time of the month" are used

  • Advertisements and media change the color of blood to blue, separating menstruation from the real bodily experience

  • The notion of "professionals should manage their health" and "pain should be overcome with willpower" is deeply rooted

The accumulation of such messages creates an atmosphere where "talking about menstruation = unprofessional," making it hesitant to consult with superiors.


In extreme cases, there are still regions where customs like "Chhaupadi" in western Nepal, which banishes menstruating women from their homes to huts, persist in different forms.Wikipedia


Even if not as blatant, many might feel there is an "invisible hut" in the office.


5. Policies Exist but Are Unusable—Japan's "0.9% Problem"

So, what about Japan?

In fact, Japan has had a legal framework for menstrual leave since the Labor Standards Act of 1947, stipulating that "women who find it extremely difficult to work on menstruation days can request leave," which was established quite early globally.Ministry of Health, Labour and Welfare


However, the actual acquisition rate is surprisingly low.

Why is it so underutilized?
Multiple surveys cite reasons such as:JIL Japan Economic Research Institute


  • "It's hard to take because no one else around is taking it"

  • "Too busy to take a break"

  • "It's hard to tell my boss (especially male)"

  • "The system exists but is unpaid, so it's not feasible financially"

In other words, Japan is a country where the system was established early, but culture and implementation have not caught up.


Meanwhile, in Tokyo, some companies have started initiatives where male employees wear "menstrual pain simulators" to experience the pain and deepen workplace understanding. Men who experienced it reportedly expressed surprise, saying, "Is this the kind of pain you work with every month?"Reuters


Such attempts could be a trigger to ease the taboo.


6. What is Being Discussed Globally?

The University of Portsmouth's research not only highlights the hardships of menstruation but also calls for concrete actions from companies.Phys.org


The main proposed measures are as follows:

  • Provide flexible work options like menstrual leave and remote work according to symptoms

  • Stock restrooms with menstrual products and ensure facilities are safe to use

  • Conduct training and workshops on menstruation and gynecological disorders to equip managers with basic knowledge

  • Clarify operational rules to ensure no disadvantage in evaluations or promotions

  • Use inclusive language that considers not only "women" but also trans men and non-binary individuals who experience menstruation

Organizations that have implemented such policies report reduced absenteeism and increased productivity and engagement.Phys.org


7. Reactions on Social Media—Two Waves of Empathy and Anxiety

The Phys.org article quickly spread across English and Chinese social media, being picked up by news aggregators and social media summary sites.##HTML_TAG

Related Articles