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. Over 75% report concentration issues; 89% decreased energy. Drops in efficiency (68%) and engagement (71.6%) follow. These figures, excluding presenteeism, suggest even higher real costs. In the US, a Mira-completed study measured a $196 billion productivity loss businesses ignore at their own peril

A Danish study of 32,000 women found nearly 14% missed work for menstrual symptoms, equal to over 23 days of lost productivity annually. Over 80% reported decreased 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. Yet barriers—insufficient research, limited care access, provider training, limited patient knowledge and skyrocketing costs—persist. The business case seems clear. What will it take for employers to respond en masse ?

Economic pressures have catalyzed change before—and can and must do so again.

Economic reasons have driven employers to act before: tech and finance companies losing female talent to challenges of starting and managing families, introduced family-building benefits, driven by a clear business case. The resulting benefits supporting pregnancy care, fertility care, surrogacy, adoption, egg freezing and the like have gained in popularity and made significant impacts.

Menopause drives similar action. With 20% of the US workforce affected—costing $26 billion a year—companies now offer menopause benefits, and some states mandate coverage. The awareness of economic costs is a good motivator for change.

Menstrual health has similar stakes: 60–62 million US workers menstruate. In a study conducted by Mira , hormonal health issues cost workplaces $196 billion a year. This is a mainstream business problem, not a “women’s” niche.

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) was launched 3 years ago, creating a certification program by which organizations had to meet specific criteria to receive the acknowledgement. . Central to the program 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 data to build the internal business case for an individual organization.

Now is the time for leadership. Employers, stakeholders, advocates, employees, founders, investors, policy makers and educators can make changes and implement proven strategies. Start closing coverage gaps, invest in proven strategies, and communicate the economic impacts. Leading companies have, will and must act now to build healthier, more productive workplaces, and change the economic equation and workplace for millions.