Menstruation & Workplace Discrimination

ByNancy Escutia

This article by Nancy Escutia originally appeared in the April 3, 2026 edition of El Economista.

Labour policies and structures in Mexico are not designed to promote women’s professional careers. Although they represent around 49% of the workforce, according to data from the Mexican Institute for Competitiveness (IMCO), their biological needs have not been considered, and this has marginalized their development at work, such as menstruation.

Through stigmatizing comments, lack of permits, inadequate and unhealthy conditions, and the absence of policies that recognize menstrual health needs in work environments, women face discrimination that is present only because of their gender.

According to data from the National Autonomous University of Mexico (UNAM), dysmenorrhea occurs in between 45% and 90% of women. It is a pain that appears during the menstrual cycle in the lower abdomen and can affect women’s quality of life, according to the research Dysmenorrhea, published in StatPearls.

Along these lines, the report Menstruation and labor productivity, a taboo that impacts business outcomes, prepared by Dalia Empower and Plenna, indicates that there is a relationship between menstruation, discrimination and dismissals.

Menstruation & Discrimination

The report by Dalia Empower and Plenna highlights that menstrual discomfort is not only a health problem but also a risk factor for job stability. For example, 29% of women report that their menstrual discomfort has had negative consequences in their employment, including discrimination, dismissals, and even denials of salary increases .

The report indicates that discrimination is not always visible, but it is rooted in biased perceptions about women’s capabilities. Similarly, Dr. Natalia Kanem, Executive Director of the United Nations Population Fund (UNFPA), emphasizes that stereotypes “stigmatize menstruation as something dirty,” which shames women.

“Violent, irrational, emotionally unstable, out of control and with physical or mental problems” are some of the stereotypes used to describe women when they are on their menstrual period, details the Palgrave Manual of Critical Studies on Menstruation, from the National Center for Biotechnology Information.

Gender-sensitive labor policies are necessary, but so is raising awareness in the workplace about the stigmas and discriminatory practices that women experience every day

The publication points out that if this is how women are referred to or thought about when they are menstruating, it is no wonder that they try to hide this condition, which further fosters stigma and limits conversations about the topic, and therefore, the permissions and care it requires.

“Private discussions convey the idea that menstruation is a shameful event that should be hidden and never openly discussed,” says the National Center for Biotechnology Information.

The report Menstruation and Work Productivity highlights that there is a perception that the menstrual cycle represents a lack of ability to lead, make “sensible” decisions and even to perform professionally.

“A narrative that perpetuates discrimination and reinforces stigmas that put women at a disadvantage. This prejudice is not only false, but deeply detrimental to the advancement of gender equality in the workplace.”

Given all of the above, it is understandable why 47% of women who are absent due to dysmenorrhea are afraid to report the reason for their absence, as they believe they will be judged or even fired, especially in companies where there are no menstrual health policies.

Menstrual leave, a necessity for workplace productivity

According to Dalia’s report, only 11% of companies in Mexico have implemented policies such as menstrual leave, home office or flexible hours for women; the vast majority have not adopted any measures and 16% say they are not necessary.

However, this lack of support has an impact on their productivity; in a self-perception exercise, 91% of women believe that their performance decreases due to the discomfort of their period.

In this context, 45% are forced to be absent for days or hours due to the symptoms they experience; however, the study indicates that when there are support policies in place, the impact changes, since those organizations with menstrual policies allow women to receive better care and environments, which reduces their absenteeism by eight hours per year compared to places where the issue is ignored.

Although the Federal Labor Law (LFT) does not consider menstrual leave, the report by Dalia Empower and Plenna mentions that there are currently four states that already have menstrual leave for female workers.

In the case of Colima, the pioneering state of these permits, local legislation approved that women could be absent from their jobs for as many days as necessary, as long as they were supported by a medical certificate.

While in Nuevo León, teleworking is prioritized, but in those cases where the work does not allow it, two days with pay are granted, also with presentation of a medical justification.

In Hidalgo, two days are granted exclusively to women who work in the government and decentralized agencies with a medical justification, as in Michoacán, although in this case the medical certificate must prove that the worker suffers from dysmenorrhea or severe endometriosis .

Although licenses exist in these entities, the report highlights that access to these benefits remains “difficult,” so much so that 75% of women report having had problems taking them and only 9% used them, the reason being the stigmas and prejudices they face.

Gender-sensitive labor policies are necessary, but so is raising awareness in the workplace about the stigmas and discriminatory practices that women experience every day; therefore, moving towards more equitable workplaces involves not only creating specific policies, but also transforming perceptions and eliminating prejudices that have historically limited stability and professional development.