An update on the UK and Kenya
Conversations around menstrual leave and menopause support continue to evolve in both the UK and Kenya. As workplaces strive for inclusivity, attention to women’s health needs, particularly during menstruation and menopause is becoming increasingly significant.
Navigating Menstrual Leave: Balancing Equality and Equity
Menstrual leave policies, offering paid time off during menstruation, are gaining attention. Advocates view them as equitable measures addressing genuine health needs, while critics express concerns about potential reinforcement of gender stereotypes.
- Equality implies treating everyone the same.
- Equity involves recognising and accommodating different needs to ensure fairness.
In the UK, there is currently no statutory provision for menstrual leave. However, discussions are ongoing, with some employers considering implementing such policies voluntarily.
In Kenya, while there is no formal menstrual leave law, the conversation is gaining momentum. Many women continue to work through each month despite experiencing severe symptoms, often without the support or flexibility needed to manage their health with dignity.
Addressing Menopause in the Workplace
Menopause, often accompanied by symptoms like hot flashes, fatigue, and cognitive challenges, impacts many mid-career women. Without adequate support, these symptoms can lead to reduced productivity and increased absenteeism.
In the UK, recent statistics indicate that menopause significantly affects employees in the workplace. In Kenya, while data is limited, anecdotal evidence suggests that menopause remains a taboo topic, with many women lacking support during this life stage. Initiatives like those by Serena Hotels, which include women’s health in employee wellness education, are steps toward more inclusive workplaces.
The Business Case for Supporting Women’s Health
Ignoring women’s health needs can have tangible repercussions:
- Productivity Loss: Unaddressed symptoms can lead to decreased efficiency.
- Talent Retention: Lack of support may result in increased turnover.
- Workplace Morale: Employees are more engaged when they feel understood and supported.
Conversely, proactive measures such as flexible work arrangements, awareness training, and open dialogues can foster trust and enhance organisational reputation.
Our Commitment to Fair and Supportive Workplaces
We support organisations in shaping policies that reflect care, fairness, and practical insight. As co-founders of Panties with Purpose, an initiative that has worked for over a decade to address period poverty and menstrual dignity in schools and workplaces, our approach is grounded in hands-on experience across policy, advocacy, and organisational change.
Our training and consultancy blend clear policy guidance with considered facilitation—drawing on real-world scenarios, open dialogue, and collaborative learning. The aim is to foster working environments where women are supported to thrive at every stage of their careers.