Florence experiences debilitating periods, but rarely has time off to manage the pain.
As the only woman on her team, the 29-year-old Sydneysider doesn't feel comfortable speaking about her menstruation symptoms.
"How do I explain it to people? Men don't know what it feels like," she says.
As she hasn't been diagnosed with endometriosis, Florence has accepted she should just get on with life.
"I feel like my internalised misogyny makes it hard for me to think period cramps are a legitimate reason to call in sick."
She's not alone. Eighty per cent of people who menstruate reported their period symptoms had impacted their ability to work at least once in the past three months, according to a recent survey from Western Sydney University.
Mike Armour is a senior research fellow who surveyed almost 2,000 people who menstruate.
Dr Armour says his data suggests most people "push through" and continue to work rather than take a lot of sick days, even with quite significant pain.
With few exceptions, period leave isn't adopted in Australia — and there are experts who say it would do women more harm than good.
Add to this the taboo around periods, people who menstruate have always been left in a difficult position: work in pain, conceal symptoms, use up sick leave — all while feeling anxious and guilty.
Those who have worked from home during the pandemic may have experienced some relief for the first time in their menstruating life. But it's likely only a small win for a small number of people — and a temporary one at that.
As we wait cycle after cycle, decade after decade for the system to improve, we asked the experts what people like Florence can do to make work easier when experiencing their period.
What experts recommend
Lara Owen researches menstrual workplace policies at Monash Business School.
She says ideally, people who menstruate would have more flexibility in the workplace. The ability to work from home, flexible working hours, a quiet room at work, provided heat packs and the option to be taken off front-facing roles when needed.
Swathi Shanmukhasundaram is co-founder of The Vermilion Project, an advocacy group promoting the economic and social participation of people with menstrual health conditions and invisible illnesses.
She says the workplace adjustments they strive for aren't that different to those for anyone else with an invisible illness.
She also says period leave has many critics due to the consequences of exclusion.
"This is about inclusion, not about creating a separate category for people who menstruate or whatever other condition people have," she says.
Menstrual leave critics say it could give the impression women are less able — that period pain is so crippling ordinary work function is impossible.
It could even lead to "demands for proof of a woman's suffering".
"It would unnecessarily expose employees who try to access it to bullying and harassment and uncomfortable conversations about their health," Ms Shanmukhasundaram says.
Ms Owen says she's found menstrual flexibility relative to the individual's needs is much more effective than a blanket period leave.
The benefit of speaking more openly about periods
Dr Armour says talking about periods in the workplace is a step towards breaking down menstrual stigma and taboo.
"Pain is pain, and those in pain should have support," he says.
"Given the severity of the pain for most women — often around a six out of 10 — expecting people to continue completely unaffected seems unreasonable."
Ms Owen's research found the freedom to speak about menstrual needs and experiences boosted women's self-esteem and confidence.
"Sharing information about menstrual cycles, and planning work rotas accordingly, increased the sense of solidarity within work groups.
"Men found the menstrual policy and the discussions surrounding it had the effect of softening their sense of stoicism and suppression of embodied experience at work. They became kinder to their own bodies as a result; for example, going home early if they felt unwell."
Dr Armour adds we need to think about cultural sensitivity — seeking input from communities who aren't comfortable talking about periods for their take.
Having a conversation with your boss
Because menstruation has historically been silenced, people often don't know how to talk about it, explains Ms Owen.
"If you are straightforward and approach it as a normal part of life, [your boss] will follow your lead," she says.
Ms Shanmukhasundaram says being able to have a conversation with an employer could certainly help reduce a person's anxiety around their menstruating needs. But her advice is to disclose as few details as possible.
"You could be best friends with your employer, but it's [you] the employee who will suffer long term," she says.
"We want to make sure people are keeping themselves safe from potential bullying or harassment.
"If you do want to have that conversation, what I would suggest is to always ask if you can bring a support person to that meeting."
Write down the requests you are making beforehand, she suggests, such as a flexible work schedule or asking to work from home one or two days each month.
Check your rights with the Fair Work Commission and seek more information and support from relevant advocacy organisations and Facebook groups.
"What we hear time and time again is people having these conversations and giving too much detail [such as] sharing all of their symptoms," Ms Shanmukhasundaram says.
"We're doing massive disservice to talented young people who menstruate because they are underselling themselves, and being economically disadvantaged by something out of their control."
Florence says she isn't comfortable talking to her employer about periods, but she'd like to see more awareness and openness, and hopes eventually she could reach that point.
"We need to be further along than, 'When my girlfriend/sister/mum has her period, she gets cramps and has mood swings'."
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