By Jade Xue, SOM Intern
SOM recently hosted a webinar with the Japanese Association of Occupational Health Law on women’s health at work. The discussion looked at how health affects working lives, why legal rights do not always lead to practical support, and what employers can do.
A shared message was that women’s health is a workplace issue as well as a personal one. It can affect whether people feel able to work, stay in a job and progress. A policy is only useful if it leads to support that works in practice. Occupational health can help employers understand how health and job demands interact, and what changes may help.
Women’s health and work in Japan
Professor Kyoko Nomura spoke about Japan. More women are now part of the workforce, but workplaces do not always meet their health needs. These needs can change across life, including periods, pregnancy, menopause and later life. Symptoms can affect concentration, attendance and wellbeing, as well as staff retention and productivity.
Job security also matters. In 2023, 54.4% of female workers in Japan were in non-regular employment, compared with 24.6% of male workers. People in these jobs may have less access to benefits, flexible arrangements and workplace support, making it harder to manage health needs.
Professor Nomura shared findings from a health database covering 20 million female workers. In 2022, consultations were most common for menopause symptoms, followed by period pain and premenstrual syndrome. She also presented estimated annual losses of US$3.8 billion for menstrual-related symptoms, US$11.9 billion for menopause symptoms and US$3.8 billion for gynaecological cancer. These costs are linked in part to absence, reduced performance at work and staff turnover.
Japan has had menstrual leave since 1947, but only 0.9% of eligible women used it in 2021. Some may feel uncomfortable discussing symptoms, worry about a manager’s reaction or fear that taking leave could affect their career. This shows why a legal right is not enough on its own. Clear processes and a supportive culture matter too.
The workplace as the ‘missing middle’
Professor Maria Karanika-Murray explained that health research and workplace design have often treated men as the default. This can leave women’s health needs less visible. Stress, bullying, discrimination and harassment can also affect health, alongside differences in pay, job security and career opportunities.
Many women balance paid work with caring for children or relatives. When caring responsibilities combine with heavy workloads or poorly designed jobs, it can become harder to manage health problems and remain at work. Women’s experiences also differ, so support should take account of factors such as ethnicity, disability, income, occupation and job security.
Menopause and pregnancy now receive more attention, but other issues can be overlooked, including endometriosis, heart health, long-term conditions, protective equipment and job design. There is also limited evidence about which workplace interventions work best.
The workplace is the ‘missing middle’ between national policy and women’s everyday experience. Managers, HR teams and occupational health services help turn policies into practical support, including adjustments suited to the person and their role.
Where the law falls short
Associate Professor Lisa Rodgers considered whether UK law reflects women’s experiences. Health and safety rules often focus on illness or injury caused by work, although work can also make an existing condition worse. Discrimination can be difficult to address when different factors overlap. Menopause, for example, may involve sex, age and disability, but legal categories do not always reflect that experience.
Dismissal protections may depend on what an employer knew and whether they acted reasonably. Yet women may avoid sharing symptoms because they fear stigma. Severe menopause symptoms may sometimes meet the legal definition of disability, but menopause itself is a normal life stage. This can make existing legal routes feel like a poor fit.
From law to lived experience
The message was that legal protection does not automatically become meaningful support. Women may not feel able to use a right; workplace systems can help or create barriers; and the law may not reflect the full range of women’s experiences.
Employers can ask more than, “Do we have a women’s health policy?” They can ask, “Can women get the support they need without worrying about judgement or career consequences?” Practical steps include clear procedures, trained managers, privacy, and easy access to occupational health advice. Involving occupational health early can help identify suitable adjustments before concerns escalate. Most of all, women should be able to ask for support without stigma or penalty.
SOM hosts the Women’s Health at Work Network. Do contact SOM if you are interested to join.