Let’s Talk About It: Women's Health, the Workplace, and What Needs to Change

A recent CIPD report revealed something striking — and troubling. Three in five young women have concealed period-related sick leave at work. Not because their symptoms weren’t serious, but because of stigma, silence, and fear of being judged. It’s a powerful reminder that in 2025, many workplaces still struggle to create environments where women feel safe discussing their health.

And this issue goes beyond menstruation. The menopause, another key stage in many women’s lives, remains an uncomfortable topic in professional settings — despite its profound impact on wellbeing, performance, and long-term career progression. It’s time for a shift. Not just in policy, but in culture.

Why Women Are Still Staying Silent

Let’s be honest: how many of us have heard colleagues whisper about “women’s problems” as if they’re something shameful or unprofessional? That unspoken culture — where health issues linked to menstruation or menopause are downplayed or hidden — has real consequences.

The CIPD found that 60% of women aged 18–34 had taken time off for period pain or related symptoms, but didn’t feel able to be honest about it. Many cited embarrassment, workplace culture, or lack of understanding from managers as key reasons. Others feared being seen as unreliable or less committed.

That silence can lead to presenteeism (working while unwell), poor mental health, and eventually, burnout or exit from the workforce entirely.

Menopause: The Next Taboo to Break

While awareness around menopause is growing, many women still navigate it in silence at work. Symptoms such as brain fog, hot flushes, anxiety, and disrupted sleep can be overwhelming. And yet, a 2022 Fawcett Society survey found that one in ten women left their job due to menopause symptoms, and two-thirds felt unsupported by their employer.

This isn’t just a health issue. It’s a talent and inclusion issue. At a time when employers are fighting to retain experienced staff, supporting women through the menopause isn’t a ‘nice to have’ — it’s a business imperative.

Let’s Not Forget Inclusivity

It’s important we don’t frame this conversation as relevant only to cisgender women. Trans men, non-binary and gender-diverse individuals can also experience periods, menopause, or hormone-related health challenges. If we fail to acknowledge this, we risk excluding people who already face significant barriers in the workplace.

Creating an inclusive, ethical workplace means respecting all people’s experiences with their health, without assumptions or judgement. It means ensuring policies are written in a way that reflects gender diversity, and that managers are trained to support a range of needs sensitively.

Why This Matters: Beyond Compliance

This conversation isn’t about ticking a policy box. It’s about equity. When people feel they must hide what they’re going through to be seen as ‘professional’, we fail them — and we fail as employers.

Women make up nearly half of the UK workforce. Failing to accommodate their health needs damages productivity, retention, and organisational culture. But more importantly, it creates unfair and unhealthy working conditions.

We need to move from reactive to proactive. From polite avoidance to open dialogue.

Three Things Employers Can Do Now

If you’re wondering where to start, here are three impactful actions that employers — of any size — can take to better support women’s health:

1. Normalise the Conversation

Train line managers to talk confidently and compassionately about periods, menopause and wider reproductive health. Encourage open discussions. Avoid euphemisms. Make it as normal as discussing a migraine or back pain.

2. Review Policies Through a Gendered Lens

Does your sickness policy penalise short-term, regular absences? Do your flexible working options really support people dealing with fluctuating health? Update your policies to include specific reference to menstrual and menopausal health, and make sure they’re inclusive of trans and non-binary staff.

3. Provide Practical Support

Small things make a big difference: free sanitary products in bathrooms, quiet spaces, fans or temperature control for those with hot flushes, and access to occupational health or Employee Assistance Programmes (EAPs). Make adjustments as you would for any long-term condition.

The bottom line?

A workplace where people feel able to be honest about their health is a workplace built on trust, inclusion, and respect. Women’s health isn’t a side issue — it’s a cornerstone of modern employee wellbeing. Let’s stop whispering and start listening.