Impact Of Menstrual Health Symptoms On Employees
Despite 1,000+ period-tracking apps, menstrual symptoms continue to undermine workplace productivity. Study data show that 45% of Flo app users miss work due to symptoms, averaging 5.8 days per year, based on a multiple choice questionnaire. Over 75% of respondents reported concentration issues; 89% mentioned decreased energy, 68% identified drops in efficiency and 71.6% cited reduced engagement. These figures exclude presenteeism (the loss of productivity while at work), suggesting even higher real costs.
A Dutch study of 32,000 women, in which data were collected through self-reported internet surveys, found nearly 14% missed work for menstrual symptoms, equal to over 23 days of lost productivity annually. Over 80% reported presenteeism. Crucially, only 20% cited menstrual reasons for absence, meaning recorded data underestimates the real economic impact.
This economic burden is global: Australia measures menstrual pain’s impact at $10 billion per year, while the UK faces nearly $15 billion in losses from menstrual pain and endometriosis. Every country that employs women is absorbing these costs, whether measured or not.
Research from McKinsey and the World Economic Forum estimates closing the women’s health gap as a $1 trillion global opportunity. While women’s health encompasses a broad range of conditions, menstrual health represents a significant and measurable share of that burden—one that employers are uniquely positioned to address. Yet barriers—insufficient research, limited care access, provider training, limited patient knowledge and skyrocketing costs—persist. What will it take for employers to see the opportunity right in front of them?
Menstrual health is a high stakes challenge: 60–62 million US workers menstruate. This is a mainstream business problem, not a “women’s” niche.
Economic Pressures Have Catalyzed Change Before — And Can And Must Do So Again
Economic reasons have driven employers to act before. Facing high female talent attrition tied to the challenges of starting and growing families, tech and finance companies introduced family-building benefits with measurable results. According to research conducted by Maven, companies that offer broad maternity and fertility benefits reap the economic rewards: reduced turnover, improved employee satisfaction, lower recruiting and training costs. According to Maven, this translated to a business ROI of 4 times the investment.
Menopause appears to drive similar action with increased awareness of the opportunity to enhance business performance. With 20% of the US workforce affected, Mayo Clinic research found that menopause-related productivity loss costs US employers $26 billion a year, with $1.8 billion per year in lost work time alone. In 2023, the year of the Mayo Clinic study, only 4% of companies offered menopause benefits. Today that number has grown to 25%.
Proof That Intervention Works
The good news: solutions are gaining in popularity, and the numbers tell a compelling story. Flo app data showed that users who felt the app helped them manage symptoms were 12–16% less likely to call in sick, and 18–25% less likely to report that menstrual symptoms had negatively impacted their job performance.
The Period Positive Workplace (PPW), launched 3 years ago, certifies organizations that meet specific criteria—central to which is the provision of free period products. Since its inception, the program has certified 277 workplaces globally impacting almost 300,000 women. In the 2025 Period Positive Workplace Impact Report, over 50% of employees who responded said the changes had a positive impact on their attendance and productivity.
What Employers Can Do Now
Waiting for an optimal policy is a business choice—but a costly one. Employers ready to lead don’t have to wait for government intervention or industry consensus. Immediate, high-impact options are available now:
- Audit existing benefits to identify coverage gaps for menstrual and hormonal health.
- Offer or subsidize access to symptom-management apps and cycle-tracking tools.
- Provide free period care products.
- Train managers to recognize and accommodate cycle-related performance variation without penalty to employees.
- Measure the impact: track absenteeism and presenteeism, review costs of turnover and new employee training to build the internal business case tailored to individual organizations.
Now is the time for leadership. Employers, stakeholders, advocates, employees, founders, investors, policy makers and educators can and should make changes and implement proven strategies. Start closing coverage gaps, invest in proven strategies, measure and communicate the economic impacts. Companies have the tools to act now to build healthier, more productive employees and economically prosperous workplaces.