The start of 2023 began with an interesting development, when Spain introduced new legislation which allowed people with periods to take paid ‘menstrual leave’ from work. Amidst the change, there has been increasing attention being paid towards menstrual policies in the UK, as a means of eradicating the stigma and providing better support for employees experiencing menstrual health issues.

There is no specific legal right to menstrual leave in the UK. This leads to employees having to take sick leave, which, unless covered by company sick pay, leaves employees to rely on Statutory Sick Pay (SSP), which only comes into effect after three consecutive days of unpaid leave. The only other option that employees have is to use their holiday allowance.

In an effort to bridge the gap, the British Standards Institute published a standard (BS 30416) in 2023 which sets out practical recommendations for workplaces to adjust themselves to better address employees experiencing menstrual health issues. Following this, the BSI is providing a free training course to guide employers on how to deliver this support.

If you want to help make your workplace more inclusive and challenge the stigma around menstrual health, here are some tips:

• Menstrual leave policy – although not mandatory by law, employers can voluntarily introduce menstrual leave entitlement, providing additional leave days specifically for menstrual health issues.

• Access to sanitary products – employers can provide free sanitary products in workplace restrooms. Although it seems quite small, it can be greatly advantageous as employees will feel more welcome, less stressed and more comfortable being vocal about the issues they are facing.

• Flexible working arrangements – allowing employees to adjust their working arrangements, for instance, starting work late, taking breaks when needed, or working from home on days when they are suffering from menstrual issues can help curb the added stress of work on employees.

• Research and feedback – regularly seeking employees’ feedback on the policies that are being implemented is crucial for employers. This provides employers with assurances on whether the implementations are effective, and if not, what they can do to address them.