Statutory Menstrual Leave

Kirsteen Sullivan Excerpts

Monday 13th April 2026 Westminster Hall

[Kirsteen Sullivan (Bathgate and Linlithgow) (Lab/Co-op)]

It is a pleasure to serve under your chairship, Mr Mundell. I thank my hon. Friend the Member for Colne Valley (Paul Davies) for speaking with such compassion and insight, and for sharing Leah’s journey—one I am afraid many will recognise. I am chair of the all-party parliamentary group on endometriosis, which is launching an inquiry into endometriosis in the workplace on 21 April, and I invite colleagues from across the House to attend the event that will be held. We want to hear directly from women and employers about their experiences, including what is or is not working, and about what has to change if we are to better support women to remain in the workplace.

As we have heard, Endometriosis UK operates an endo-friendly employer scheme with certification. Last November, my office signed up to that scheme, which offers guidance and support to run an endo-friendly workplace. I also wrote to my local councils and chamber of commerce to invite them to do the same. I ask all Members to consider signing up and leading by example in their own communities.

Too many women have had their pain dismissed as normal, struggled silently at work or had their careers derailed because a workplace simply was not designed with their health in mind. As a result, one in six women with endometriosis has ended up leaving the workplace—an entirely unacceptable and largely avoidable situation.

It was being elected to this place that made me persist in seeking support for my symptoms, which limited my ability to fully participate in my responsibilities as a parliamentarian—the fatigue and the menstrual flooding, and the constant worrying and planning about what I was wearing and where I would be at any given time. As it turned out, I have adenomyosis, which was discovered only at the ripe old age of 49, as I come to the end of my reproductive life. So I understand the stress, pain and worry that affect millions of women in this country today.

Menstrual leave has gathered support at just the right time, as many of the provisions of the Employment Rights Act 2025 have just come into force. We recognise that the workplace needs to change and that women should not be disadvantaged due to health conditions. The women’s health strategy refresh in England and phase 2 of the Scottish women’s health plan present opportunities to correct the trend that has led to endometriosis and menstrual health being under-researched, undertreated and under-recognised, and diagnosis wait times increasing to a decade or more for some women. I would be grateful if the Minister could assure us that endometriosis waiting times will be the utmost priority in the women’s health strategy refresh.

Although endometriosis affects around one in 10 women, it does not affect everyone in the same way. Some need intermittent time off during flare-ups; others, especially when properly supported, can work consistently, but need flexibility, reasonable adjustments and job security if their symptoms worsen. Prior to this debate, I looked into other countries that have menstrual leave. What that means in practice varies considerably. Vietnam offers a half-hour paid break every day during menstruation; Spain gives up to five days of paid leave for severe menstrual pain, subject to a doctor’s approval; and Portugal allows workers suffering severe and disabling menstrual pain to take up to three consecutive days of paid leave, dependent on the employee providing a medical note confirming incapacitating pain due to endometriosis or adenomyosis.

Legislation that provides for menstrual health is not necessarily a silver bullet, particularly when it relies upon a diagnosis. That would be the opposite of progress. Women with endometriosis do not need a one-size-fits-all policy; they need flexibility, fairness and protection. Too many workplaces automatically trigger action once someone hits an arbitrary number of absences, which is deeply discriminatory. Absence management systems need to change to recognise the chronic and episodic nature of conditions such as endometriosis and adenomyosis, and the accompanying mental physical fatigue from living with persistent pain.

Critically, employees need endometriosis to be treated for what it is: a long-term, whole-body health condition, not a series of isolated sick days. Menstrual leave can be an essential part of the support package, but building stronger rights to flexible work, reasonable adjustments and protection from workplace penalisation is central to any solution. To improve outcomes for women with endometriosis, we need answers that recognise the reality of the condition and help women to stay in work, progress in work and be treated with dignity at work.

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[Bell Ribeiro-Addy (Clapham and Brixton Hill) (Lab)]

It is a pleasure to serve under your chairmanship, Mr Mundell. I thank my hon. Friend the Member for Colne Valley (Paul Davies) for his opening remarks, and for his compassion and solidarity. He is absolutely right that every man should have a say in these issues and challenge them. As well as the fact that nearly half the global population will menstruate at some point in their lifetime, and on any given day 850 million people across the world are menstruating, we are all here because a woman somewhere had a menstrual cycle, so it is a concern for absolutely everybody.

For something so universal, menstruation remains shrouded in coded language, embarrassment and unnecessary shame. We call it “the time of month”, “the painters are in”, “my cousin has come to stay”—anything but what it actually is. We pass around tampons and pads as if they are some sort of contraband that no one should see. That evasion is not accidental: it is the product of centuries of conditioning that told women their bodies were problems to be managed in silence and shame.

Listening to my fellow hon. Friends speaking about their own experience, all I keep thinking is that, if young women had been flagged when they had painful periods, things would have been different for a lot of the conditions we are talking about, certainly in terms of the length of time to diagnosis. I am really pleased to contribute to this debate and support statutory menstrual leave, not as a radical policy but as a practical, compassionate and long-overdue step towards a fairer and healthier working society.

We already see where progress has been made and where things have been championed in this House. I congratulate my hon. Friend the Member for Erith and Thamesmead (Ms Oppong-Asare) on the ten-minute rule Bill she introduced recently and her consistent campaigning for improved endometriosis care. I also congratulate my hon. Friend the Member for Bathgate and Linlithgow (Kirsteen Sullivan) on her work as the chair of the APPG on endometriosis. All that work matters and it is making a difference.

Scotland became the first country in the world to legislate for free menstrual products, and across the UK we rightly abolished VAT on sanitary products in 2021, finally ending the so-called tampon tax. Steps like those matter, but they are not the end of the journey—not by a long way. Here is the truth: we have made it cheaper to menstruate, but we have not made it safe to admit that someone is struggling because of it.

Menstrual stigma continues to socially condition people to conceal their pain, push through it and stay silent at work. The cost of that silence is not abstract; for those living with endometriosis, dysmenorrhoea, adenomyosis or premenstrual dysphoric disorder, that silence means working through debilitating pain or losing earnings when they cannot, and in some cases losing jobs altogether. Those are real conditions. They are painful and often severe, and they exist within a system where female reproductive health has been chronically under-researched, underfunded and far too often dismissed.

[Kirsteen Sullivan]

My hon. Friend is making a very powerful point. Does she agree that the impact on women’s mental health is rarely spoken about? Women feel ignored and dismissed, but they are living in constant pain and the anticipation of it, which just wears them down. The mental health point is rarely acknowledged but must be addressed.

[Bell Ribeiro-Addy]

My hon. Friend is absolutely right. I say that as someone who lives with endometriosis and constantly experiences that pain, thinking about what I can and cannot do, and what I will be able to manage this week or that week. I know what it is to sit in a meeting, stand through our many votes and carry on a role that demands my full presence when my body is screaming otherwise. I know from listening to other Members and so many different women speaking about it that I am far from alone.

It is not a competition of who receives more health funding, but we have to say that men have won consistently. When my hon. Friend the Member for Milton Keynes Central (Emily Darlington) was speaking, I looked up some figures for the amount of investment into things such as Viagra. Everyone should look at them when they can; they are shocking in comparison with what is spent on certain things in men’s and women’s health. Let us be honest about what that under-investment has cost us: endometriosis alone affects around 1.5 million people in the UK, taking an average of nearly nine years to diagnose, as we have heard. That is not a gap in the system, but a failure of the system; it is a failure rooted in a long-standing tendency to deprioritise women’s pain.

Statutory menstrual leave would allow someone to take time off when they were genuinely unable to work due to menstruation, without fear of judgment, without risking their job security and without having to lie about why they are absent. Crucially, it would also begin to normalise the conversation and to challenge the stigma rather than reinforce it, because the answer to workplace discrimination is never to remain invisible.

As we have heard, menstrual leave policies already exist across the globe: in Japan, South Korea, Taiwan, China, Indonesia, Zambia, Mexico and, most recently, Portugal. They are not fringe experiments, but functioning workplace policies in countries with vastly different cultures and economies. The evidence that this is workable is already there. Here at home, our Employment Rights Act has introduced major reforms, including a day one right to sick pay. Menstrual leave would sit naturally alongside those changes if we were to implement it; it is consistent with the direction of travel and is the next logical step.

The policy also offers vital protection for those who are too often overlooked, including transgender men and non-binary and gender-diverse people who menstruate. For many, disclosure of menstrual status can expose them to discrimination or worse. A clear statutory framework would provide safety, privacy and the reassurance that their needs were seen and protected by law.

There are those who argue that menstrual leave would undermine women in the workplace, and that employers would discriminate against people who menstruate when hiring. I take that concern seriously, but that argument has been made against every single piece of workplace equality legislation in history: it was made against maternity leave, it was made against equal pay, and it was made against flexible working. In every case, the answer was not to abandon the protection, but to make the legal framework strong enough to prevent the discrimination. That is what we have to do here too.

The ultimate goal is job security, wellbeing and genuine equality. Menstrual leave alone will not get us all the way there, but it is a serious, evidence-backed and compassionate step in the right direction. I urge this House to take it.

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[The Parliamentary Under-Secretary of State for Business and Trade (Kate Dearden)]

It is a pleasure to serve under your chairmanship, Mr Mundell. I thank my hon. Friend the Member for Colne Valley (Paul Davies) for opening today’s debate and for bravely sharing his wife Leah’s experience of living with endometriosis. I also thank Michelle, who joins us in the Gallery, for creating the petition, sharing her story and experiences and bringing her daughter and so many other people here today to watch this debate. Finally, I thank my colleagues here who have reflected deeply on this matter, sharing their personal experiences and the experiences of their constituents and the many campaigners they have met across the country. The drive of all Members here today, and outside this Hall, makes it clear why the issue is so important for women and girls across the country and in our workplaces; clearly, we all know somebody impacted and living with various conditions that have led to a different experience at work. We want to see change and make sure that they can thrive in the workplace. That is why this debate is welcome and important.

I want to start by recognising the enormous, admirable strength of so many woman and girls living with endometriosis, adenomyosis and other menstrual conditions today, as well as the thousands of women who have come before us outside of this room. They have lived with the conditions for so long; they have not been diagnosed for many years, and it is harrowing to hear their reflections and stories from many colleagues today. I completely understand and share the determination to turn things around. I will touch on various actions that the Government have taken in the Department for Business and Trade—looking at specific workplace policies and our work with employers—and, of course, the strategic work that my colleagues in the Department for Health and Social Care are prioritising.

Recently, with the Secretary of State for Business and Trade, I was honoured to meet with Endometriosis UK to hear the lived experiences of women and their campaigns, including with Jasmina, the director of “Dear Doctor”. For those who have not watched it, it is an incredibly powerful film that describes living with the conditions and having to navigate working through the debilitating, but invisible, pain. It was incredibly moving to watch, and I thank them for it and for their time.

Of course, the conditions did not begin this year or this century. We are listening and taking action so that we can support women and girls across the country who live with those conditions. As Members, our constituents and the petition signatories know, they can be debilitating for patients. We have heard today about the pain, fatigue and psychological impacts, which are real, significant, and often have far-reaching consequences for women’s welfare and ability to fully participate in the workplace and education. It is unacceptable that health-related issues are the leading cause of women being excluded in the workplace. Over the past six years, the number of women who are economically inactive due to long-term sickness has risen by 425,000, reaching 1.48 million—close to a record high.

It is right that the Government are taking action on this issue from all sides, with our landmark Employment Rights Act making statutory sick pay more accessible and introducing equality action plans; access to work reforms in the Department for Work and Pensions through the “Keep Britain Working” programme; and our record investment in our NHS, which has seen gynaecology waiting lists fall by almost 20,000 and made transformative endometriosis medication available.

I will turn to the points that colleagues have made in this debate, and I thank them for raising them. We remain fully committed to learning from others and continue to look carefully at international best practice, which lots of colleagues have touched on today. That includes Portugal’s approach and other international examples that offer valuable insights into how to best support employees experiencing difficulties with menstrual health conditions.

I thank my hon. Friend the Member for Bathgate and Linlithgow (Kirsteen Sullivan) for mentioning the endometriosis-friendly employer scheme. We expect employers to treat staff fairly and accommodate reasonable requests for employees suffering from menstrual health conditions. Many employers, as has been mentioned, choose to provide that voluntary support to staff, and the Government continue to encourage best practice. I thank colleagues for raising the scheme with me; two Departments—the Ministry of Housing, Communities and Local Government and the Department for Transport—have already signed up, and I will take this away for the Department for Business and Trade to consider. I thank colleagues for raising that scheme.

Turning to statutory sick pay, one of the key issues raised in the debate is ensuring that women and girls experiencing debilitating symptoms from menstrual conditions are supported and not financially punished for a condition beyond their control. Our Government’s landmark Employment Rights Act delivers that, extending statutory sick pay to employees on day one—their first day of sickness—regardless of how much they earn. No more waiting a few days and no more not being entitled to statutory sick pay if they earn a certain amount.

While it is regretful that the Opposition voted against the Employment Rights Act at every stage in Parliament, I think the shadow Minister, the hon. Member for Reigate (Rebecca Paul), welcomed our statutory sick pay introductions this month. Those will change the lives of so many people across this country—as she and colleagues in this Chamber have pointed out—because they mean that, for the first time, those with fluctuating conditions such as endometriosis and adenomyosis are eligible for statutory sick pay from the first day that their sickness prevents them from working. Before the 2025 Act, they were excluded from statutory sick pay unless absence lasted for four days. That was a draconian system that harmed the least well off, ignored the lived experience of thousands of women, and desperately needed reform. It is absolutely right that we have dragged that system into the 21st century.

The Act also ensured that the UK leads the way in supporting employees to work flexibly. Flexible and hybrid working arrangements are vital in ensuring that employees who require reasonable adjustments, such as those with health conditions, are supported at work and are able to contribute to our workforce. That is particularly valuable for those with fluctuating or unpredictable conditions, including endometriosis and other menstrual health conditions, making it easier to manage symptoms and attend medical appointments, and reducing sickness absences.

The Act improves employees’ ability to work flexibly by requiring employers to accept flexible working requests, provided they are reasonable. Where they cannot accept those requests, employers will be required to discuss the challenges in accommodating them with employees and to consider alternative options, and, if they cannot agree an arrangement, to explain their reasoning. A public consultation on these reforms is currently under way until 30 April, and I encourage members of the public and advocacy organisations to please make submissions and ensure that their views are taken into account.

Alongside the right to request flexible working, protections continue to be available under the Equality Act, where symptoms have a substantial and long-term adverse effect on day-to-day activities. Conditions such as endometriosis, adenomyosis and premenstrual disorders can meet the definition of disability under the Equality Act. Employers absolutely have a duty to make reasonable adjustments, such as flexible hours, modified duties, part-time arrangements or phased returns. Those reasonable adjustments are well established, enforceable and designed to prevent discrimination and disadvantage.

[Kirsteen Sullivan]

Menstrual health conditions, including endometriosis, result in an estimated cost of £11 billion a year to the UK economy. Does my hon. Friend agree that having more supportive workplaces—workplaces without stigma, where there is an understanding of the chronic nature of some of those conditions—will have a positive effect not only for the women living with those conditions but overall, for our economy?

[Kate Dearden]

I thank my hon. Friend for her contribution and for her powerful speech during this debate. She is a tireless campaigner on this; I really look forward to working with her and the APPG on lots of these issues, and particularly on that stigma. She raises an excellent point about the role of employers in ensuring that there are supportive workplaces that can talk about health conditions that women experience, to make sure that they thrive at work. She mentioned the cost to our wider economy, and I thank her for doing that; it really recognises the significance of this issue and why we need to absolutely support those women across workplaces, and to work with employers to do that.

Turning to equality action plans, we are also working with employers to help women to thrive at work, and on how they can support women’s health much more proactively. Ahead of International Women’s Day, we were pleased to launch voluntary action plans to help those large employers address their gender pay gaps and improve support for employees experiencing menopause. As part of that announcement, we published a list of evidence-informed actions that employers can take—ones that are proven to work—and I thank my hon. Friend for raising that throughout her contribution.

Within the action plan, we are asking employers to commit to a minimum of two actions: one to address their gender pay gaps and one focused on supporting employees experiencing menopause, including those in both the perimenopausal and postmenopausal stages. Many of the recommended actions are also likely to benefit employees managing other menstrual health-related conditions, such as endometriosis, fibroids and polycystic ovary syndrome, which can significantly affect wellbeing and contribute to workplace disadvantage. It is a real opportunity for Government and business to work together to drive forward that meaningful change to improve workplace equality, and a huge step forward in supporting women’s health in the workplace.

We are also taking further action to address the barriers that menstrual health can raise in the workplace through Mariella Frostrup’s recent appointment as the Government’s women’s employment ambassador, building on her significant achievements in the past 18 months as the menopause employment ambassador. In this expanded role, she will champion women’s health across the life course, working with employers nationwide to strengthen workplace support, raise awareness of key health conditions and highlight the vital economic contribution that women make.

Prior to my appointment as a Minister, I worked with the founder of Endometriosis UK’s Calderdale and Kirklees branch, a formidable woman named Natalie Greenwood, to connect her organisation with trade union members locally and employers and officials across the UK, to ensure that workplace policies are inclusive of women with menstrual conditions. I encourage all hon. Friends and petition signatories to take action in their constituencies so that we can all, together, work with our employers to support women in the workplace. With the right workplace support, we can unleash the full talent, creativity and potential for women across the country. That is good for women, business, our economy and our country. 

Following Sir Charlie Mayfield’s independent review, we are taking broader action through the keep women working programme, which hon. Members have mentioned today, to help more women to stay in work. In response to that review, the Government have launched the vanguard phase, working with employers of different sectors, sizes and regions all across the country to test the practical ways of improving workplace health support. That vanguard phase will consider a range of insights through different lenses, including women’s health. We are also establishing a new workplace health intelligence unit to build that evidence base and support benchmarking. That sits alongside our £1 billion a year pathway to work programme. 

Throughout this debate, colleagues have rightly touched on the problems with diagnosis and asked for an update on the women’s health strategy, which I will turn to, but I can reassure everyone across the House that their powerful contributions and the points they raised for colleagues across Government will be raised with my health colleagues. This is not an area that just sits in my Department and with employers; we are committed to it across Government.

I have heard personal stories, including from colleagues here today about women outside this room who have spent too many years seeking answers, being misdiagnosed, having symptoms minimised or being passed from service to service. The experiences highlighted in Endometriosis UK’s recent report underlines why that early-year diagnosis and consistent, compassionate care must be central to our approach. From our introduction of Jess’s rule, requiring GPs to reconsider diagnosis where symptoms persist, to the roll-out of Martha’s rule, which colleagues will be aware of, we want to ensure that women’s concerns are not dismissed.

The shadow Minister mentioned the impact that community diagnostic services can have, which is why we are expanding access to diagnostic services and rolling them out country wide for women. Last month, there were 106 centres offering out-of-hours appointments for women to get those vital tests around work and caring responsibilities, and I really welcome the work of my colleagues in the Department of Health and Social Care.

We are also modernising how specialist care is delivered. In September, we announced our new online hospital, NHS Online, which will be unconstrained by geographical boundaries, better aligning clinical capacity with patient demand. Earlier this year, we confirmed that menstrual problems, often a sign of conditions such as endometriosis, will be the among the first nine conditions available for referral from 2027. Those details are being worked out ahead of next year’s launch.

However, we completely understand that better care also depends on better understanding and improving public and healthcare profession awareness of menstrual health conditions, to reduce stigma and ensure that symptoms are recognised rather than normalised or dismissed. My hon. Friend the Member for Sherwood Forest (Michelle Welsh) made such a powerful point around how period pains are considered to simply be painful and women and girls across the country should expect that; improving awareness is key to dealing with that. The General Medical Council has strengthened women’s health representation in training, and since last year has required UK medical graduates to pass that medical licensing assessment, to encourage better understanding of women’s health problems. That assessment includes topics on women’s health and endometriosis.

Before I conclude, I must touch on the women’s health strategy, which is really welcome. We have made strong progress turning the commitments in the last Government’s women’s health strategy into tangible action. Our renewed strategy will set out how this Government will take further steps to improve women’s health as we deliver the 10-year health plan. It will also address the gaps in the 2022 strategy, and go further to create a system that listens to women, tackles health inequalities and makes progress on conditions such as endometriosis. Renewing that strategy will help identify and remove enduring barriers to high-quality care, such as those extremely long wait lists for diagnosis, and ensure that professionals listen and respond to women’s needs. I am sure colleagues will be—and already are—engaging with my colleagues in the Health Department on that.

To conclude, I once again thank my hon. Friend the Member for Colne Valley for leading the debate, the hon. Members in the Chamber for their powerful contributions and Michelle for her brave action that made this deeply important debate happen. I assure Members and petition signatories that I recognise the significant impact of menstrual health conditions, and I will consider all the points raised today as I continue to engage with stakeholders, with the APPG and with excellent Members across the House who are formidable in running their campaigns and raising this issue at every single opportunity—I thank them for that. We must ensure that lived experience continues to shape policy.