Good Intentions, Poor Execution? Why Current Workplace Policies on Menstrual and Menopausal Health Fall Short

Reinhardt, Anne, Hannah Adler, Danielle Howe, Amelia K. Mardon, Michelle O’Shea, Mike Armour
In: Women's Reproductive Health · 2025 · vol. 13(2) , pp. 292–303 · doi:10.1080/23293691.2025.2520331 · W4411779232
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This paper examines workplace policies addressing menstrual and menopausal health and argues that current implementations are insufficient to meet employee needs.

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Abstract Menstrual and menopausal workplace policies are vital for equity and well-being at the workplace—but remain uneven, underdeveloped, and rarely evaluated. While menopause has gained attention, menstruation and menstrual disorders are often overlooked. This commentary explores why menopause has become the more “acceptable” entry point and how this reflects broader stigma and power dynamics. We argue for inclusive, evidence-based policies that (1) address menstrual stigma, (2) promote leadership awareness, (3) use intersectional, participatory approaches, (4) embed thorough evaluation frameworks, and (5) go beyond leave policies to reframe reproductive health as a shared organizational concern and not as an individual burden. Acknowledgments We would like to thank Sarah White, Chief Executive Officer of Jean Hailes for Women’s Health, for her valuable feedback and input. Disclosure Statement No potential conflict of interest was reported by the author(s). Notes 1 Notably, pregnancy and the postpartum period are equally important reproductive life phases in which many employees face a lack of workplace support (Baird et al., Citation2025; Colussi et al., Citation2024). However, this commentary specifically focuses on menstrual and menopausal health to explore the influence of menstrual stigma on policy development, which is why pregnancy and postpartum experiences are not discussed in greater detail.

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