UK menstrual leave in 2026: What the law and science say about period pain

Earlier this year, a UK petition called for up to 3 days of monthly statutory paid menstrual leave for conditions like endometriosis and adenomyosis. The issue reached Parliament in April 2026, but ministers ultimately rejected statutory changes, arguing that general sick pay already covers severe period pain.

Should the UK follow in the steps of countries with menstrual leave like Spain (introduced in 2023) and Portugal (2025)?

Policy is only part of the story. 

We spoke to Amanda Shea, PhD Clue’s Fractional Chief Science Officer about the case for menstrual leave—and why severe period pain needs dedicated workplace recognition. However, as Dr. Shea explains, progressive policies may look promising on paper, but workplace policy alone cannot solve the problem.

Key takeaways: 

• For some, menstrual symptoms can significantly affect their ability to work, and time off may be necessary 

• Menstrual leave policies, like those in Spain and Portugal, are a positive step forward—but stigma, job insecurity, and limited leadership support can discourage people from using them

• Debilitating period pain is not typical for most people and it can signal underlying conditions such as endometriosis, adenomyosis, fibroids, or PMDD—these require proper healthcare access and workplace accommodations

• Standalone leave policies risk pathologizing menstruation and the strongest support goes beyond standalone menstrual leave, focusing instead on flexible work and comprehensive reproductive health policies

• Cycle tracking can build self-awareness and inform better policy, but individual health data must remain private. Employees should never have to prove their pain or diagnosis to access support.

From a scientific standpoint, is there a case for menstrual leave?

Menstrual pain and related symptoms can be genuinely debilitating, and they deserve to be taken seriously. For some, menstrual symptoms can significantly affect their ability to work, and time off may be necessary, just as it would be for any other health condition.

On paper, menstrual leave policies like those introduced in Spain and Portugal appear progressive. They mark an important step in acknowledging menstrual and reproductive health at policy level. 

Yet early reports suggest uptake has been low, likely due at least in part to:

• Persistent stigma 

• Fears around job security

• Concerns around being seen as unreliable or unproductive

This raises the question: are these policies truly helpful, or are they symbolic gestures that signal progressiveness without addressing the deeper cultural changes that are needed?

The reality is that culture needs to evolve to match the intent of the policy. Many people still don’t feel safe disclosing menstrual pain, let alone using menstrual-specific leave. Without strong protections against discrimination, clear leadership support, and more open conversations about menstruation, these policies risk falling short.  

Importantly, supporting menstrual and reproductive health will require more than a single policy. It calls for systemic change that includes:

• Better health education 

• More research into female-prevalent conditions and treatment options

• Improved access to quality care

Workplace policies are just one part of the bigger picture, and when they focus solely on leave or apply only to a narrow set of symptoms or diagnoses, they risk excluding many people, reinforcing that pain should be endured in private, and missing the wider challenges people face in managing their health.

It’s also important to dispel the myth that all people who menstruate need leave. Most don’t experience severe symptoms, and policies should reflect that menstrual experiences vary widely. Often, more flexible and inclusive solutions—like the ability to work from home, adjust hours, or take time for medical appointments—can be more effective. 

And these needs often extend beyond menstruation to include broader reproductive health like fertility treatments, miscarriage recovery, postpartum support, and perimenopause care.

In summary: Menstrual leave can be a helpful tool when needed, but it’s likely most powerful as part of a broader shift toward flexible, inclusive, and supportive workplaces that respect the diverse realities of all employees, whether they menstruate or not.

What do we know about the physiological and hormonal impact of severe menstrual symptoms, and how can they affect someone's ability to function at work?

The menstrual cycle involves complex hormonal shifts that can affect pain, mood, energy, sleep, concentration, and even immune function. These effects vary widely from person to person. For most, symptoms are mild or manageable, but for others, especially those with chronic health conditions, the impact can be debilitating.

Pain often receives the most attention. Chronic conditions like endometriosis and adenomyosis can cause persistent, severe pain, while conditions like fibroids may cause intense but shorter-term pain or heavy bleeding. All can make it difficult to sit comfortably, concentrate, or carry out daily tasks.

But pain is just one part of the picture. Hormonal changes can also worsen other existing health conditions. People with autoimmune diseases like lupus or rheumatoid arthritis, digestive conditions like irritable bowel syndrome (IBS), or menstrual migraines often experience symptom flare-ups during certain phases of the cycle. 

Mental health can also be affected—conditions like premenstrual dysphoric disorder (PMDD) or cycle-related exacerbation of depression or anxiety can cause serious emotional distress and impair day-to-day functioning in the days leading up to the period.

Beyond menstruation, life stages like perimenopause bring their own challenges. Unpredictable hormone shifts during this time can lead to symptoms such as brain fog, sleep disruption, and hot flashes, all of which can affect comfort, concentration, and productivity.

Together, these examples highlight how interconnected the menstrual cycle is with overall physical and mental health. They illustrate the need for a more nuanced understanding of menstrual and hormonal impacts, alongside more flexible, inclusive workplace policies that support the diversity of people’s experiences.

Could personal cycle tracking data (like Clue’s) offer a meaningful way to inform or personalize menstrual leave policies?

Cycle tracking can be a powerful tool for self-awareness. Many Clue users find that recognizing patterns in how they feel throughout the cycle helps them anticipate challenges, manage symptoms, and adjust their routines to support their health and wellbeing. 

It can also encourage timely care-seeking and support more informed conversations with healthcare providers.

That said, cycle data is deeply personal, and it should remain private. No one should be asked to provide proof of pain or a diagnosis in order to access leave or support. Doing so risks creating new barriers and could open the door to unnecessary discomfort or discrimination in the workplace. 

Everyone deserves support and flexibility without needing to justify their symptoms.

At the same time, aggregated, de-identified data from menstrual tracking apps can help us better understand the wide range of menstrual experiences. These insights can inform more inclusive and evidence-based policies that reflect real-world needs without compromising individual privacy.

Ultimately, the value of cycle tracking lies in supporting personal agency. And when used responsibly at scale, it can also contribute to a broader understanding of menstrual health that moves beyond one-size-fits-all solutions and supports the full spectrum of lived experiences.

How can we balance supporting those with serious symptoms without reinforcing stigma or pathologizing all menstruation?

This is a critical balance to strike. Most people who menstruate don’t need time off every month, and framing menstruation as something universally disabling risks pathologizing a healthy process. 

At the same time, ignoring the needs of those with serious symptoms leaves many without the care, flexibility, or support they need to function at work.

The reality is that people who regularly experience severe symptoms often have underlying health conditions such as endometriosis, PCOS (now renamed to PMOS), fibroids, autoimmune disorders, heavy menstrual bleeding, or PMDD. These conditions require timely diagnosis, access to healthcare, sick leave, and reasonable workplace adjustments—the same support we expect for any other chronic health condition.

But encouraging people to simply stay home and manage alone every month isn’t a sufficient solution. And policies that focus only on leave may not reduce stigma. In fact, they can unintentionally reinforce the idea that menstruation is something to be hidden from the workplace.

Instead, a menstrual policy should encourage employers to consider: How can we reasonably adapt the workplace to support those who want to work while dealing with symptoms, and offer meaningful support to those who temporarily can’t? 

This might include:

• Flexible hours (e.g., shifting work from symptomatic to non-symptomatic days)

• The option to work from home or modify the work environment

• Access to paid time off when needed, without requiring disclosure or diagnosis

• Support for broader reproductive health needs, including fertility, postpartum recovery, or perimenopause

• Clean, private facilities and access to menstrual products

• Adequate breaks and rest opportunities

• Education to reduce stigma and normalize menstruation in the workplace

Policies should reflect the full spectrum of menstrual experiences and be shaped with social, cultural, and economic differences in mind. They should also be mindful of how they’re understood and received across the entire workforce, including by those who don’t menstruate. 

Support needs to be inclusive, not divisive—offering care to those who need it, without reinforcing stigma or treating all menstruators as though they are unwell.

Why is it important that governments take a science-led, not tokenistic, approach to menstrual policy?

Policies that sound good on the surface but aren’t grounded in evidence or lived experience often end up being symbolic rather than meaningful. We’ve seen this in places where menstrual leave has been introduced but rarely used, or implemented in ways that reinforce stereotypes, lack inclusivity, or lead to unintended consequences like stigma and discrimination at work.

A science-led approach means recognizing that:

• Menstruation affects people differently, across a wide spectrum of experiences

• Inclusion and intersectionality are essential, and policies must support everyone who menstruates

• Support should reduce barriers, not add new ones like  requiring a doctor’s note)

• Menstrual health needs to be part of broader conversations about workplace equity, healthcare access, and systemic change

Most people will rarely need leave, and ideally, workplace support will go hand in hand with better access to care, more awareness of menstrual health across the healthcare system, and increased investment in research and treatment options. When people get the support they need, they will be better able to contribute not only at work, but in all areas of their lives.

Ultimately, a meaningful approach to menstrual policy isn’t just about giving people time away from work; it’s about building a world where they don’t have to step away in the first place.