TL;DR
- On 13 April, MPs debated a petition calling for statutory menstrual leave for people with endometriosis and adenomyosis
- Over 100,000 people signed the petition – enough to trigger a parliamentary debate
- The government said no – but pointed to new sick pay rules that came in the same week
- There are valid arguments on both sides, and the conversation isn’t over
You might have seen it circulating on social media – and yes, it actually happened. Parliament debated menstrual leave this April, after a petition racked up over 100,000 signatures and triggered a full Westminster Hall debate.
So what was decided? And what does it mean for women at work right now?
What was actually being debated
The petition, created by campaigner Michelle Dewar, called for up to three days of paid menstrual leave per month – specifically for people with a confirmed diagnosis of endometriosis or adenomyosis.
These aren’t just bad periods. Endometriosis affects around 1 in 10 women and causes debilitating pain, fatigue, and fertility problems. Adenomyosis is similarly serious, where tissue that lines the womb grows into its muscular wall. Both are chronic and strongly linked to the menstrual cycle – but crucially, the impact is unpredictable. Endometriosis doesn’t arrive on a schedule. It can flare at any time, which is actually one of the most debilitating things about it.
And according to a report by the NHS Confederation and London Economics, period-related conditions including endometriosis, fibroids and ovarian cysts cost the UK economy an estimated £11 billion a year in lost productivity and healthcare. The debate was led by Labour MP Paul Davis, whose wife Leah has endometriosis herself. And the timing felt loaded – Portugal had already introduced menstrual leave in 2025, so the comparison was right there.
The case for menstrual leave
For supporters, the argument is this: if you have a diagnosed chronic condition, you shouldn’t have to burn through your sick leave – or worse, go unpaid – every time it flares.
There’s also the taboo problem. Menstrual health is still something many women feel they can’t raise openly at work. A specific legal right to leave would shift that. It would make time off for a period-related condition a protected, legitimate absence – not something to hide or lie about.
And for the 1.5 million women in the UK estimated to have endometriosis, that matters a lot.
The case against (or at least, the complications)
The government said no. But their reasoning isn’t entirely hollow.
From 6 April 2026 – the same week as the debate, notably – Statutory Sick Pay now kicks in from day one of illness, with no earnings threshold. Previously, you had to earn over a certain amount and wait three days before SSP applied. That was a genuine barrier, especially for lower earners. That barrier is now gone.
The government also pointed to the Equality Act 2010, which can cover endometriosis and adenomyosis as disabilities – meaning employers are already legally required to make reasonable adjustments. Flexible hours, working from home, phased absences. The protections exist, even if they’re not always enforced.
Critics of the petition also raised a harder question: could a specific menstrual leave policy backfire? If employers know they may need to fund additional paid leave for women of a certain age, could that quietly shape hiring decisions? It’s uncomfortable. But it’s a real conversation happening in employment circles.
Where does that leave things?
The government said no for now. But the pressure isn’t going away.
A separate petition – calling for menstrual leave to cover anyone with a period-related condition, including fibroids and PCOS – is also gaining ground. And with more countries moving on this, the UK debate will keep going.
If you’re managing endometriosis or a similar condition, it’s worth knowing your rights right now:
- SSP now applies from day one of sickness – regardless of your earnings
- Your condition may qualify as a disability under the Equality Act 2010
- Your employer may be legally required to make reasonable adjustments – flexible hours, remote working, reduced load during flares
Know your rights. Use them. And if this matters to you – the petitions are still open.