Many workers currently navigate the physical and emotional toll of menstrual symptoms, including chronic conditions like fibroids, endometriosis, or PCOS without clear guidance on whether their leave applies. Though most organizations have paid sick leave policies in place, they rarely include explicit guidance around how leave can be used to manage reproductive and menstrual health issues. This lack of clarity often leads to presenteeism, where employees suffer through work while unwell, or experience unnecessary anxiety over job security when attending essential prenatal, fertility, and other reproductive health appointments.

Take action. Understand how your organization’s existing policies apply to reproductive and maternal health issues, and engage in informed conversations with leadership to drive better workplace support. Use this guide to get started.

Start by reviewing your PTO and sick leave policies. If you don’t have access to those policies, start by asking HR:

1. Where can employees find information about leave policies and health-related benefits?
Leave policies are often documented in employee handbooks, HR portals, or benefits guides. Reviewing these resources can help employees understand what support is already available. Some organizations explicitly acknowledge reproductive and maternal health needs—including menstrual symptoms, fertility care, pregnancy, and menopause—within their leave policies, signaling recognition of the realities employees may face.

2. If policies do not explicitly acknowledge reproductive and maternal health needs, ask whether updates have been considered.
If reproductive and maternal health needs—such as menstrual symptoms, fertility appointments, or related care—are not addressed in current policies, employees may wish to ask whether their organization has considered updating leave policies to better reflect these needs. Clear policy language helps remove ambiguity, reduce stigma, and ensure employees can prioritize their health without fear of judgment or penalty.

There is also a compelling business case for employers to strengthen policies that support menstrual and reproductive health. The RMH Compass Why It Matters:The Business Case for Supporting Period Health in the Workplace resource highlights the return on investment and risk mitigation considerations behind these changes. For employees interested in advocating for stronger workplace support, the Putting It Into Practice: Enhancing Sick Leave Policies to Support Reproductive & Maternal Health guide offers practical guidance and sample policy language organizations can use to strengthen leave policies and better support reproductive and maternal health at work.

3. Do all restrooms across the organization offer free period products?
Some organizations provide free period products in workplace restrooms to ensure employees can manage everyday health needs without disruption. If you are unsure whether this practice is in place across all facilities, consider asking whether the organization has explored making products available in all restrooms.

4. If period products are not currently available, who can employees speak with about workplace facilities?
Employees may wish to ask their HR team, facilities team, or workplace leadership whether providing period products in restrooms has been considered. If products are not currently available, this email template from Aunt Flow can help employees start the conversation and share practical ideas for implementation. Employees can also share the RMH Compass ROI Calculator for Free Period Products, which helps employers estimate the productivity, retention, and operational benefits organizations often see when period products are made available at work.

Supporting reproductive and maternal health needs helps create workplaces where employees can perform at their best. Clear policies, accessible resources, and supportive workplace practices contribute to a culture where employees feel respected and supported.

If You’re Unsure How to Ask

While your HR team is there to support the workforce, if you don’t feel comfortable asking directly, consider raising these questions through an ERG, wellness committee, or employee survey.
Share our resource Why It Matters: The Business Case for Supporting Period Health in the Workplace with HR leaders to help build the business case for menstrual health support within your organization and advance equity and retention.