Period dignity is still too often treated as a private issue, something to manage quietly, rather than something workplaces take responsibility for.
But the reality is simple: menstrual health and menopause affect people at work every day. When they’re ignored, it shows up in absence, discomfort, reduced confidence, and people struggling in silence. When they’re supported, the impact is just as real. Inclusion improves, stigma reduces, and people are better able to do their jobs.
The Leeds Mindful Employer Network has been talking to Freedom4Girls, a charity tackling period poverty and promoting period dignity in the UK and internationally, about why this matters for employers, and the straightforward steps that can make a meaningful difference.
For those who may not have come across Freedom4Girls, can you tell us a bit about who you are and what you do?
Freedom4Girls is a charity working to tackle period poverty and promote period dignity. We provide free period products (in the UK and internationally) and also offer a range of training, workshops and education around menstruation from pre-puberty through to post-menopause. We work with schools, communities, organisations and workplaces enabling everyone to overcome stigmas and to become more inclusive.
Our aim is simple: to make sure no one is held back by their period.
What inspired the work of Freedom4Girls, and what keeps you motivated?
Freedom4Girls was founded in response to the very real and often hidden issue of period poverty, initially in Kenya before expanding to the UK. The fact that people were missing school, work, or everyday opportunities simply because they couldn’t access basic period products was, and still is, unacceptable.
What continues to drive the work is the impact we see every day. Whether it’s a young person finally able to attend school with confidence, or an employee feeling supported rather than struggling in silence.
There’s still a long way to go in terms of access, understanding, and breaking down stigma, but every conversation that opens up, every workplace that takes action, and every barrier removed is a step towards a more equal future.
Why does this matter for workplaces?
Period dignity directly affects people at work. Menstrual health and menopause significantly impact attendance and performance and ignoring this contributes to absence, presenteeism and people leaving roles.
Employers who address it are tackling a real workplace issue, improving wellbeing and creating a more positive environment where everyone can thrive.
What are some of the ways that periods, menstrual health and menopause can impact employees at work?
The impact is both physical and hidden. Symptoms like pain, fatigue, heavy bleeding, migraines, and menopause-related issues such as hot flushes or brain fog affect comfort, focus and attendance.
Virtually everyone worries about leaks, access to products when needed and speaking up. Stigma and low awareness mean many people do struggle in silence, which reduces confidence, participation and affects career progression.
What are some common misconceptions you come across when speaking to employers?
A common misconception is that this is just a “women’s issue,” when it actually affects inclusion, retention and workplace culture across the whole organisation.
There’s also a belief that support is costly or complicated, or that employees will expect too much. In reality, simple steps like providing products or flexibility make a huge difference, and most people just want understanding and dignity.
Some assume people prefer to keep it private or that it affects only a few but in truth, stigma drives silence, and most of the workforce is impacted at some point.
If an employer wanted to take a first step towards being more period-friendly, what would you recommend they start with?
The key is to treat this as a simple part of everyday workplace wellbeing. Providing free period products in workplace toilets is one of the most immediate and impactful steps an employer can take, it sends a clear message of support.
Alongside this, create opportunities for employees to share their experiences (such as through staff networks) and review existing wellbeing policies. Even small adjustments like considering flexibility in working patterns can make a significant difference.
What difference can something as simple as providing free period products in workplace toilets make?
It can be transformative! Access to free products removes a very real barrier. People shouldn’t have to worry about being caught out, managing with inadequate supplies, or leaving work to buy what they need.
It’s about dignity, inclusion, and signalling that the organisation understands and respects people’s needs. It helps reduce anxiety, improves comfort, and can prevent absenteeism or distraction during the working day. Just as importantly, it starts to normalise periods as part of everyday life.
What does a truly “period-friendly” workplace look like in practice?
It’s one where policies, culture, and environment work together to support menstrual health and menopause. In practice, that might include:
- Inclusive policies that recognise menstrual health and menopause
- Flexible working options and understanding around symptoms
- Access to suitable facilities (clean toilets, disposal options, rest spaces where possible)
- Open, stigma-free communication where people feel safe to speak up
- Training for managers so they can respond confidently and compassionately
Most importantly, it’s a workplace where no one feels they have to hide what they’re experiencing in order to be taken seriously.
How do you currently work with employers and organisations?
We work with employers to tailor bespoke easy, practical steps towards becoming period-friendly. We meet organisations where they are and help them build from there. This can include:
- Delivering training and awareness workshops for staff and managers
- Supporting the development or review of inclusive policies around menstrual health and menopause
- Providing period products or guidance on provision
Can you share an example of the impact your work has had in a workplace or community setting?
We’ve seen organisations move from having no awareness of menstrual health in the workplace to embedding it into their wellbeing and inclusion strategies. In one example, introducing free period products alongside staff training led to a noticeable shift in culture; employees reported feeling more comfortable talking about their lives, and managers felt better equipped to offer support. What started as a practical intervention became a catalyst for a more effective and team-centred workplace.
In community settings, the impact is just as powerful. Improving access to products has helped reduce stigma, increase school and work attendance, and restore a sense of dignity for those experiencing period poverty.
How does your work support inclusion across different groups (e.g. trans men, non-binary people, disabled people, neurodivergent individuals)?
Period dignity is fundamentally an inclusion issue. Not everyone who menstruates identifies as a woman, and not all experiences of menstrual health or menopause are the same.
We actively centre inclusivity in our work by using inclusive language and highlighting the additional barriers faced by disabled and neurodivergent individuals.
What role do managers and leaders play in helping to normalise conversations around periods and menstrual health?
They play a critical role. Managers don’t need to be experts but they do need to be approachable, informed, and open to wellbeing. Simple actions, like responding supportively to a request for flexibility or acknowledging menstrual health exists has huge impact and builds trust.
If there’s one message you’d like employers to take away, what would it be?
Supporting period and menopause dignity isn’t an “extra”, it’s part of creating a fair, inclusive, and effective workplace.
Small changes can have a big impact. When employees feel comfortable, respected, and supported, everyone benefits from individual wellbeing to organisational performance.
How can organisations get in touch or find out more about working with you?
We’d love to hear from organisations that want to take this forward.
You can find out more about our general work via the Freedom4Girls website and get in touch directly for resources, partnership opportunities or to start a conversation about what support might look like for your organisation. Contact info@freedom4girls.co.uk
Thanks so much to Freedom4Girls for contributing to this blog.
Supporting period and menopause dignity isn’t an “extra”. It is part of creating a workplace that actually works for all people in it.
The solutions aren’t complicated. Providing products, creating space for conversation and offering flexibility where it’s needed. Small, practical steps that remove barriers and signal that people don’t have to struggle in silence here.
For employers, this is a chance to turn awareness into action, and to build a culture where dignity, inclusion and performance go hand in hand.
If you’re ready to take that first step, Freedom4Girls offer practical, tailored support to help you get there. Don’t hesitate to get in touch via info@freedom4girls.co.uk.
