A new international standard has put menstruation and menopause firmly into the language of occupational health and safety. ISO 45010:2026 gives organisations guidance on policies, practical adjustments, workplace design, management practice and culture. That matters. But the real test is not whether an employer can point to a new document. It is whether the person starting a six o’clock cleaning shift, working overnight in a control room or wearing heavy PPE in a hot environment can feel any difference at all.

For years, workplace support has often started and ended with awareness. A webinar is delivered. A policy is uploaded. A champion is appointed. All of that can open the door, but it does not necessarily change what happens when somebody needs the toilet more frequently, is struggling to regulate temperature, cannot think clearly after several nights of broken sleep or feels too embarrassed to explain why the uniform has become unbearable.

A workplace issue not a private problem

ISO 45010 is valuable because it moves the conversation away from the idea that menstruation and menopause are private problems that workers should simply manage. Symptoms and health experiences matter, but so does the work around them. A person may cope well in one environment and struggle in another because of rigid breaks, heat, poor ventilation, limited washroom access, unpredictable shifts, travel, lone working or a manager who has never been shown how to respond.

That is why I see this as a workforce, safety, retention and culture issue rather than another wellbeing trend. The workplace does not cause every difficulty, but it can reduce or magnify the impact. Many improvements are modest: dependable access to water and toilets, a place to change, breathable uniform options, predictable breaks, task flexibility, better temperature control or a private and competent conversation with a manager.

The danger of an office only response

The easiest workplace recommendations are often built around people who have a desk, a laptop and some control over their day. Work from home. Move a meeting. Sit near a window. Take a short break. These can help, but they mean very little to cleaners, security teams, catering staff, engineers, healthcare workers, drivers, warehouse teams and others whose work is fixed to a place, shift or task.

Facilities management sits at the centre of this. FM is where the workforce actually is. It influences washrooms, water, ventilation, temperature, rest areas, uniforms, welfare provision, access routes and the experience of workers present long before the main office day begins or after it ends. If FM is absent from the conversation, the organisation risks producing a policy that works best for the people who already have the most flexibility.

Support the whole hormonal career

The standard focuses on menstruation, menstrual health and menopause, but organisations should resist turning this into another isolated policy. Periods, endometriosis, PCOS, fertility treatment, pregnancy, postnatal change, hormonal migraine, perimenopause and menopause do not arrive in separate workplace boxes. Nor does every menopause happen naturally in midlife. Early, surgical and treatment-induced menopause can affect people at different ages and with very different needs.

A whole hormonal career approach gives employers a more sustainable framework. It reduces the need for workers to find the correct policy before asking for help and helps managers respond to impact rather than trying to decide whether somebody qualifies for support.

From awareness to action

At Rebalance Academy, I encourage organisations to look at menstrual and hormonal health through a practical workplace lens. This means considering culture, awareness, individual support, the physical working environment, flexibility within different roles and how progress will be measured. It starts with four questions: What are employees actually experiencing? Would a manager notice and know how to respond? Which practical changes are realistic in this workplace? How will we know whether they have made a difference?

Organisations do not need to change everything at once. They do need to understand their workforce, identify the barriers that matter most, equip managers to have safe conversations, agree proportionate support and review whether action has made a difference. Training matters, but only when it changes confidence and behaviour. Policies matter, but only when people can use them without fear or unnecessary disclosure.

The question leaders should ask now

ISO 45010 gives employers a strong reference point. It also raises the bar. The question is no longer simply whether the organisation recognises menopause or menstrual health. It is whether its jobs, environments, facilities and managers make it possible for people to stay well, safe and effective at work.

If your current answer depends on a policy and an annual awareness event, there is more work to do. Rebalance Academy helps organisations turn intent into a practical workplace approach through reviews, leadership guidance, manager training and tailored action plans. The aim is not more paperwork. It is a working culture in which women feel understood, colleagues become informed allies and managers lead with confidence.

Sources

ISO 45010:2026 Occupational health and safety management Menstruation and menopause in the workplace Guidance. International Organization for Standardization. https://www.iso.org/standard/45010