Should the UK Adopt Menstrual Leave? Yes, But Fix Workplace Culture First

A Growing Need for Support in the Workplace

“Do you mind if I work from the sofa in the office today?” I asked my boss. We had a seating area next to our desks, and since everyone used laptops, it made perfect sense. However, staff rarely used those seats, even during lunch breaks. My boss was confused and concerned, asking if there was a reason and if I was okay.

The truth was, I wasn’t okay. I have been living with endometriosis, a condition that causes chronic pain, inflammation, and heavy periods, since I was 11 years old. That day, the idea of sitting upright while my uterus screamed in pain and my thighs burned with discomfort was simply unbearable.

I couldn’t take more time off, though. This has been my reality throughout high school and my career, and I am far from alone. According to Endometriosis UK, 1 in 10 women in the UK suffers from this condition. After my most recent surgery, I was also diagnosed with adenomyosis, another painful gynaecological condition that affects around 1 in 10 women in the UK.

Despite the prevalence of these conditions, there are no real rights for the millions of us living with this pain. However, there is hope. Paid menstrual leave has been introduced in Portugal and Spain, and there is growing interest in making it a reality in the UK as well.

In Portugal, absences related to endometriosis or adenomyosis are now protected following an amendment to the country’s labor code. In 2023, Spain passed a law allowing people with especially painful periods to take paid “menstrual leave.” These are significant advancements in women’s working rights, helping individuals manage their symptoms and rest when needed instead of pushing through and worsening inflammation due to stress.

Could something similar happen in the UK? At the time of writing, over 52,000 people have signed a petition calling on the government to introduce statutory paid menstrual leave of up to 3 days per month for people with conditions like endometriosis and adenomyosis, based on the model introduced in Portugal.

Experts support this campaign. Dr. Amanda Shea, Science Officer at Clue, and Eve Lepage, Head of Reproductive Health, emphasize that menstrual symptoms such as pain, fatigue, brain fog, or mood shifts can be truly debilitating, especially for those with chronic conditions like endometriosis, PMDD, or fibroids.

They point out that too often, the severity of these symptoms is dismissed, and the burden falls on individuals to silently manage through work. Current conversations focus heavily on diagnosis, but many struggle without ever receiving one due to systemic healthcare barriers. It takes an average of 8 years and 10 months to get a diagnosis for endometriosis.

Policymakers and employers still view menstruation as either manageable or disabling—when in reality, it’s a spectrum that changes across a person’s life.

Beyond Menstrual Leave: A Call for Comprehensive Support

While paid menstrual leave is a positive step, it’s not enough. Endometriosis and adenomyosis are painful conditions throughout the entire month, so support during our periods is great, but the rest of the menstrual cycle is no less challenging.

Effective support should include flexible hours, remote work options, and access to time off—without requiring proof or disclosure. Policies must reflect that menstrual needs fluctuate across life stages, including perimenopause and fertility treatment.

Menstrual leave should be voluntary, not assumed, and come with education to challenge stigma and normalize menstruation in the workplace. Ultimately, policy should offer trust, flexibility, and care—without reinforcing gender bias or one-size-fits-all thinking.

There is a need for a more supportive future for workers with these conditions. As awareness grows, so does the demand for change. With continued advocacy and policy development, the goal of creating a more inclusive and understanding workplace for all becomes increasingly achievable.