Health Experts Call for Workplace Policy Reform to Address Impact of Menstrual Disorders on Productivity

Public health expert Roselynn Etukudo-Modi calls for Nigerian workplace policies to address menstrual disorders as a critical occupational health concern.

By: AXL Media

Published: Apr 10, 2026, 9:03 AM EDT

Source: Information for this report was sourced from Peoples Gazette

Workplace Policies Urged to Mitigate Economic Impact of Menstrual Health

A prominent public health expert has challenged Nigerian employers to adopt formal workplace policies that address menstrual disorders, citing their negative impact on national productivity. Roselynn Etukudo-Modi, the head of human resources at the Society for Family Health, stated on Friday that these conditions are quietly eroding the efficiency of the female workforce. During a webinar in Abuja, she emphasized that when a health issue affects a significant portion of the employee base, it must transition from a personal matter to a structured organizational priority.

Studies Reveal High Prevalence of Menstrual Disorders Among Nigerian Women

The call for reform is backed by research indicating that menstrual disorders are exceptionally common within the country. Etukudo-Modi cited specific studies showing prevalence rates as high as 90.4 percent in certain populations. These disorders go beyond minor discomfort, often resulting in severe performance drops for professionals and frequent school absenteeism for adolescent girls. The expert argued that the pervasiveness of the issue demands a systemic reclassification of menstrual health as a legitimate occupational health concern to prevent the further limitation of women’s professional contributions.

Three Pillar Framework Proposed for Institutional Menstrual Support

To address these challenges, Etukudo-Modi outlined a strategic framework consisting of recognition, response, and measurement. She recommended that organizations institutionalize interventions such as empathy training for managers and the implementation of flexible work arrangements. Other suggested provisions include the improvement of sanitary facilities and specific leave policies for employees experiencing debilitating symptoms. By creating a supportive environment, she noted that companies can move away from relying on individual supervisor goodwill toward a more reliable, systemic response.