You’ve got a banging headache, intense cramps and you’re finding it difficult to focus in a hot office full of chatter. You’re well aware that it’s because you’re just about to start your period — and you know that working from home would make things much easier. But not only is asking your boss to work remotely out of the question, explaining why you want to is also a no-go.
More than two thirds of women (70%) find dealing with periods at work challenging, according to a 2024 report by Benenden Health. Yet 42% of women feel uncomfortable discussing their health with their manager because of a deeply-entrenched stigma surrounding "women’s problems".
An estimated 10% of women globally have endometriosis, a condition in which tissue similar to the lining of the womb grows outside it. The condition can cause debilitating symptoms, yet because of stigma and a lack of workplace support, women with the condition are often forced to take on lower-paid roles or reduce their working hours.
“Many workplaces still foster environments where talking about personal health, particularly women’s health, is taboo,” says psychologist Amelia Miller, co-founder of Ivee — a platform that connects women returning to work after a career break and companies in need of skilled senior female talent.
“Women, more so than men, fear being seen as weak, less committed, or a burden. Without clear progression pathways, women are forced to push themselves to prove their worth, and so avoid any discussions that could be perceived as needing special treatment,” she explains. “Asking for adjustments can feel like drawing attention to a perceived ‘deficit’, when they’re trying to prove their value.”
Gender stereotypes continue to worsen the issue. Historically, the workplace was viewed as a man’s domain, while women were expected to handle responsibilities at home. Clearly this dynamic has changed, but the legacy of these outdated beliefs still lingers.
Deep-rooted stigma around women’s health, especially gynaecological health, often makes it difficult for women to speak openly about their experiences. Doing so is often still wrongly perceived as a sign of weakness — or seen as "proof" that women aren’t suited to the workplace.
“Part of the problem is that most workplaces remain dominated by men at a senior level,” adds Miller. “The consequences of this are endless, the main one being that younger women in the organisation have fewer role models, and so fewer senior women are paving the way for conversations around health issues in the workplace. Without visible role models or clear, empathetic pathways for support, women may stay silent.”
It might not come naturally to talk about your health at work but it’s a crucial step in getting the support you need.
Despite growing awareness of issues like endometriosis, menopause and painful periods, many women still find it difficult to talk about their health and needs at work. ·fizkes via Getty Images
Check your company’s policy
“Before starting the conversation, it’s important to check your company’s policies on workplace adjustments and medical leave,” says Miller. “Many employers now have guidelines around health accommodations, and knowing this heading into the conversation can give you confidence.”
Once you’ve got this information, request a private meeting with your manager or with HR, rather than bringing it up informally. This helps to set the right tone and allows you to speak without distractions.
Think about adjustments
Before you go into the meeting, write down a list of reasonable adjustments that your employer can make that would help you work.
Dr Lalitaa Suglani, a psychologist working with Office Freedom, suggests: “Flexible working hours or remote work during flare-ups, allowing additional breaks when needed, access to a quiet space to rest if experiencing pain, adjusting deadlines or workloads temporarily if necessary, or leave options.”
Simple things like better seating, standing desks, heating pads, or ergonomic chairs can make a huge difference for women managing physical pain.
Focus on your needs
There’s no need to share lots of medical details with your boss. Instead, focus on explaining how your condition affects your work and what adjustments would help. Be clear about the outcome you are hoping for.
“Managers often appreciate when you suggest simple accommodations that you’ve come prepared with. It makes it easier for them to say yes, and shows that you’re thinking proactively about staying productive,” says Miller.
“Flexible working hours, or operating with core hours, allows employees to adjust their start and finish times for days when they’re struggling with symptoms. This form of flexibility also sends a powerful message about performance being valued over presenteeism, and employers will likely see an increase in productivity as a result.”
Under the 2023 Flexible Working Act, all employees are allowed to submit two flexible working requests per year from day one of employment. “Requesting flexibility could be a great segue in for a conversation around adjustments for health issues in particular,” adds Miller.
Frame the conversation around collaboration
It can help to frame the discussion as a collaboration between you and your employer.
“Position it as a conversation about finding solutions together, rather than placing blame or making demands,” says Suglani. “Be clear but maintain your boundaries. Share what’s necessary to get the support you need while maintaining your privacy.”
Employers should provide support
Perhaps most importantly, employers need to step up. It’s crucial for employers to educate themselves and their leadership teams about common women’s health conditions and to create inclusive policies.
These show employees that support is available without putting an additional burden on them to educate their bosses.
“It’s essential to normalise discussions around women’s health through workshops, internal campaigns, or leadership-driven conversations to help remove the culture of silence which can isolate affected employees,” says Miller. “A top-down approach is best here to encourage confidence.”
When approached about periods, menopause, perimenopause or any other condition, employers should listen without judgement. “Employers should create a space that feels safe, respectful, and validating,” says Suglani.
“A good employer will recognise that supporting employee wellbeing isn't just the right thing to do, it directly contributes to a healthier, more engaged, and more productive workplace.
