A recent Lifesum survey has revealed stark differences in how menstrual health is supported—or neglected—across workplaces in Europe, the U.S., and Asia, with many women considering leaving jobs due to a lack of support.
In the EU, countries like Spain and France are leading the way, offering progressive policies such as menstrual leave and flexible work hours. In contrast, the U.S. remains behind, with no federal policies addressing menstrual health at work. Only 29% of U.S. respondents report receiving any form of workplace support for menstrual needs. Meanwhile, Asian countries are split, with Japan and South Korea introducing menstrual leave, while others have yet to embrace similar policies.
Over half (51.9%) of the 2,100 women surveyed globally said they would leave their current jobs for ones that better accommodate their menstrual needs, such as flexible hours, wellness apps, and access to free sanitary products. This sentiment was particularly strong in the U.S., where workplace support is scarce, compared to Europe, where women are slightly more satisfied with available resources. The survey also highlights the importance of nutrition, with 82% of women acknowledging its impact on hormonal health.
Interestingly, Asian countries, while advancing in policy, are still playing catch-up in offering wellness resources like those in the EU. Lifesum’s Hormonal Health Program has gained popularity globally, especially among Gen Z and millennial women, but the U.S. and Asia lag in organizational uptake compared to Europe.
The lack of support isn’t just a health issue—it’s an economic one, too. The study found that menstrual cycles are affecting productivity, energy, and mental well-being, with 85.9% of women reporting lower focus during their cycle. For employers, this is a wake-up call to prioritize menstrual health and well-being to create more inclusive workplaces, whether through flexible hours, menstrual leave, or nutritional education programs.
In a world where companies compete for talent, the U.S. and Asia may need to reconsider their stance on menstrual health if they want to keep pace with Europe’s growing emphasis on employee well-being.
