Menstruation and menopause are now on the workplace agenda

Starting in 2026, a new global standard, ISO 45010, will be introduced to provide employers with tools for creating a more inclusive work environment—one where menstruation, menopause, and other aspects of hormonal health can be naturally integrated into systematic work environment management.

The document is intended to help organizations develop and embed supportive structures, policies, and practices for menstrual health and menopause, as well as to promote inclusive workplaces.

The standard, which is currently in draft form (ISO/DIS 45010:2025), is not statutory but sets a new bar for what is considered good practice internationally.

"Raising this topic and including it in work environment management is important. It contributes to a more gender-equal workplace, increased well-being, and a better work environment," says Sara Lagerholm, an occupational health physician at Falck.

Why hormonal health is a work environment matter

Both menstruation and menopause affect women in different ways; some experience significant symptoms while others barely notice them. Regardless, it is important that knowledge on the subject is available in the workplace so that employers can provide the right support.

"As a team, we become stronger if we have a greater understanding of one another. We can't divide ourselves into a 'private self' and a 'work self'; health aspects follow us wherever we are."

Including women's health in work environment management creates opportunities to increase employee engagement and reduce sick leave and staff turnover. But it also contributes to a better leadership culture, as it encourages leadership to consider each individual's different conditions and needs.

"It ties into the psychological safety of the workplace. As a manager, it's important to show that you have an open climate and to work towards making employees feel comfortable talking about their issues, regardless of what they concern."

Guidance for a more inclusive work environment

ISO 45010 encourages employers to create inclusive work environments through concrete actions. The standard also emphasizes the importance of training and awareness for both managers and employees to build empathy and understanding.

Questions it helps to answer include how to support employees experiencing symptoms of menstruation or menopause, how to design policies that include women's health and what key factors should be incorporated, and how the organization can support trans and non-binary employees on these matters.

How employers can work systematically with women's health

Systematically including menstruation and menopause in work environment management involves integrating women's health into the existing systematic work environment management framework (SAM), which aims to prevent ill-health and accidents.

This can involve assessing how menstrual and menopausal symptoms can affect the work environment—physically, organizationally, and socially. As part of this assessment, it is necessary to review how many women work within the organization and to develop and implement concrete measures and action plans.

Concrete actions can include:

• Physical work environment: Ensuring access to good restroom facilities, offering rest areas, adapting workwear to be comfortable and breathable, and enabling temperature control.
• Organizational and social work environment: Introducing policies that allow for adjustments during symptoms without negatively affecting the employee. Creating a culture where it is okay to talk openly about health and workload.
• Training and knowledge: Offering training for all employees, especially managers, on menstruation and menopause to increase understanding and reduce stigma. Remind employees that this is not just a "women's issue," but something that affects the entire work group, directly or indirectly.
• Individual support: Conducting individual risk assessments and offering health advising and counseling support.