A British charity has launched the country’s first workplace accreditation for severe menstrual health, aiming to help employers better support staff affected by debilitating hormone-related disorders.
The initiative, from The PMDD Project, comes in response to growing concern that conditions such as premenstrual dysphoric disorder (PMDD) are poorly understood by employers, despite affecting up to one in 20 women and significantly disrupting work and daily life.
Organisations that sign up to the new scheme receive training, policy guidance and practical recommendations to create a more inclusive and supportive environment for employees living with menstrual health conditions.
Why Employers Are Paying Attention
Severe menstrual disorders can cause mood swings, fatigue, pain, brain fog and other symptoms that interfere with a person’s ability to function at work. For some, symptoms persist for up to three weeks each month. According to research cited by the charity, more than 70% of those with PMDD say it has harmed their career, and many reduce their hours or leave employment altogether.
Yet awareness remains low. Studies show that the average time to diagnosis is over a decade, and employees frequently report feeling dismissed, misunderstood or unsupported in the workplace. This has led campaigners to call for formal recognition of menstrual health as a core part of workplace wellbeing strategy, alongside mental health, menopause and long-term health conditions.
The new accreditation is designed to close that gap by offering practical tools and a formal structure for embedding menstrual health into organisational culture and policy.
What the Scheme Involves
Employers who commit to the PMDD ‘s Workplace Pledge receive structured support in four key areas:
Training: Awareness sessions for managers and HR staff to understand symptoms and how to offer effective support.
Policy integration: Help with reviewing or developing policies that address menstrual health inclusively.
Practical adjustments: Recommendations such as flexible hours, rest areas or extra breaks to help manage cyclical symptoms.
Ongoing support: Access to resources and check-ins to ensure practices remain embedded and effective.
Organisations completing the process receive a digital badge that can be displayed on websites and recruitment materials, signalling their commitment to inclusive, hormone-aware workplace practices.
Legal Risks and Cultural Momentum
While the Equality Act 2010 does not explicitly include menstrual health, campaigners point out that if a condition causes long-term impairment, it may qualify as a disability under the law. That leaves employers vulnerable if they fail to make reasonable adjustments or dismiss concerns.
Beyond compliance, there is growing commercial and reputational interest in offering better support. Several employers have introduced paid menstrual leave, while others provide free sanitary products or allow flexible working during symptomatic periods. Spain, Japan and Indonesia offer statutory menstrual leave, and a survey by the Chartered Institute of Personnel and Development in 2023 found that nearly two-thirds of women in the UK had worked through period pain.
“PMDD is not just a health condition; it’s a productivity crisis that often goes unnoticed,” said PMDD Project founder Phoebe Williams.
“Many individuals with PMDD face significant challenges in maintaining their performance at work, leading to unnecessary stress, burnout or even career changes,” she said, adding that the PMDD Workplace Pledge was “not about ticking boxes”.
Instead, said Williams, “[i]ts about fostering a culture where employers not only understand, but actively support their employees’ hormonal health, creating long-lasting, meaningful change that improves employee wellbeing, retention and performance.”
Where to Begin
Employers can begin by reviewing existing policies and talking to staff about what support is needed. HR professionals are advised to approach the topic with sensitivity and clarity, avoiding euphemisms and instead using direct, informed language. Training is critical, experts say, to build confidence and ensure line managers respond appropriately to disclosures.
The accreditation scheme is designed to be flexible, allowing organisations of any size to take part. It offers both a starting point and a framework for continuous improvement.
The focus on menstrual health reflects a wider trend toward more inclusive approaches to wellbeing. In recent years, menopause support has moved from niche issue to standard HR concern, with major employers signing up to the Menopause Workplace Pledge and adjusting policies accordingly. Campaigners hope the same will now happen with menstrual health, particularly for less commonly recognised conditions such as PMDD.