Working hours and organisation
Shift work, long shifts, limited cover and little control over the working day can affect sleep, recovery and the ability to manage health conditions.
Tidlignok / Working Life
A working life with room for every stage of life.
Understand how women's health and the working environment affect one another. Explore knowledge and tools for conversations, adjustments and a better working day.
Where would you like to start?
Choose the starting point that fits your role.
01I'm a managerUnderstand health-related challenges, start constructive conversations and explore adjustments.02I'm an employeeUnderstand your needs and find words to describe your working day.03I work in HR or HSESee how women's health can be included in prevention, procedures and working environment management.04I want to learnExplore biology, health conditions and life stages in depth, without needing prior knowledge.
The body throughout life
Understand the body. Understand working life.
Here you will find precise information that does not require a medical background. We explain what happens in the body, why it happens, how symptoms vary and what this can mean at work. The six topics below give you an overview. Explore the twelve chapters in the knowledge library for more depth.
01 / Periods, bleeding and PMSWhy can the menstrual cycle affect some working days?
What happens in the body?
The menstrual cycle is regulated by signals between the brain and ovaries. Oestrogen and progesterone help the lining of the uterus build up and later shed during a period. Chemical messengers called prostaglandins cause the uterus to contract, which can result in pain, nausea or loose stools. Heavy bleeding can over time lead to iron deficiency because iron is needed to transport oxygen in the blood. Some people also experience symptoms before bleeding begins. PMS is the term for this cyclical pattern, whereas PMDD is a more severe condition with particularly prominent psychological symptoms. Both symptoms and treatment needs vary considerably.
What could this mean at work?
Pain, nausea, heavy bleeding or problems with sleep and concentration can make long shifts, standing work and work without cover more difficult. However, having a menstrual cycle does not in itself tell us anything definite about work ability.
What can the workplace do?
Ensure suitable toilet access, breaks and cover. Consider workload and flexibility based on specific needs, and enable people with severe symptoms to seek medical assessment.
02 / Endometriosis and adenomyosisWhy can pain become severe or prolonged?
What happens in the body?
Endometriosis is a condition in which tissue similar to the uterine lining is found outside the uterus, usually in the pelvis. Local inflammatory responses and effects on nerves may cause severe pain, including between periods. Adenomyosis is a different condition in which glands from the uterine lining are found within the muscular wall of the uterus. Adenomyosis can cause both pain and heavy bleeding. The conditions can occur together. The severity of symptoms cannot always be predicted from visible findings or a diagnosis alone.
What could this mean at work?
Long shifts, lifting, physically demanding positions and limited toilet access can be challenging. Some people have needs that change from week to week, while others experience more persistent symptoms.
What can the workplace do?
Explore task variation, assistive equipment, breaks and predictable follow-up. Workplaces should consider function and relevant working conditions rather than trying to infer pain intensity from a diagnosis.
03 / PMOS and hormonal healthWhat does it mean when a condition affects several systems in the body?
What happens in the body?
Polyendocrine metabolic ovarian syndrome (PMOS) was previously known as PCOS. It can affect ovulation, menstruation, skin, fertility and metabolism. Many people experience insulin resistance, meaning that cells respond less effectively to insulin. The body may then produce more insulin, which can also affect other hormones. PMOS is associated with an increased risk of certain metabolic health problems, but symptoms vary widely and the condition occurs in people of different body sizes.
What could this mean at work?
Some people need medical appointments, practical flexibility or ways to manage irregular bleeding. Many are in good health and require no special adjustments.
What can the workplace do?
Consider specific work needs and any medical appointments. Avoid assumptions about capacity, lifestyle or fertility based on a diagnosis or body size.
04 / Fertility and treatmentWhy can treatment be difficult to schedule around work?
What happens in the body?
Fertility concerns the ability to become pregnant. Fertility investigations and treatment can involve blood tests, ultrasound, hormonal medication and medical procedures. In IVF, eggs are retrieved and fertilised in a laboratory before an embryo may be transferred into the uterus. Timing may need to follow the body's cycle and response to treatment. The physical demands and emotional experience vary between individuals.
What could this mean at work?
Appointments may be scheduled at short notice, and some people need time to recover after treatment. This can affect meetings, shifts or other work commitments.
What can the workplace do?
Discuss practical flexibility and relevant absence arrangements while protecting medical information. Paid leave must be assessed under applicable rules and agreements.
05 / Pregnancy and the postpartum periodWhen does the body or workplace need adjustments?
What happens in the body?
Pregnancy involves substantial changes in hormones, blood circulation and physical demands on the body. Some people experience nausea, fatigue or pelvic problems, while others have few symptoms. Certain chemical, biological and physical exposures can pose risks to the pregnant person or fetus even when they feel well. Recovery continues after childbirth. Pelvic floor muscles and supporting tissues may be affected, and some people experience pain, urinary leakage or needs related to breastfeeding.
What could this mean at work?
It is important to distinguish adjustments for symptoms from prevention of workplace risks. After childbirth, needs for task adjustments, toilet access and breastfeeding breaks may vary.
What can the workplace do?
Conduct an appropriate pregnancy risk assessment, eliminate or reduce hazards and consider redeployment if needed. Plan adjustments and breastfeeding breaks for the return to work after childbirth.
06 / Perimenopause, menopause and later lifeWhat happens when hormone production changes with age?
What happens in the body?
In the years around the final menstrual period, ovarian activity changes. This transition is called perimenopause. Hormone levels may fluctuate significantly, and some people experience irregular bleeding, hot flushes and sleep problems. Menopause refers to the final menstrual period and is usually confirmed retrospectively after twelve months without bleeding for other reasons. The time afterwards is called postmenopause. Many have few symptoms, while others experience symptoms affecting quality of life and working days. Treatment is available for several symptoms.
What could this mean at work?
For some, night sweats, poor sleep or hot workplaces make work more challenging. Age and life stage alone say nothing certain about work capacity or ambition.
What can the workplace do?
Consider indoor climate, temperature, working hours, toilet access, breaks and opportunities for concentration-intensive tasks. Base adjustments on individual needs.
The working environment also affects health
Which parts of the job can affect health?
Women's health at work also concerns working conditions. Hours, physical demands, emotional demands, organisation and opportunities to influence the working day may affect health. The Norwegian public inquiry NOU 2025:5 explains why combinations of ergonomic and psychosocial demands are particularly important to investigate.
Physical and ergonomic demands
Heavy lifting, repetitive movements, standing work and limited variation can contribute to musculoskeletal problems. Consider how long and how often demands occur, and what assistive equipment is available.
Psychosocial working environment
Psychosocial workplace factors include unclear or conflicting demands, emotional demands when working with people, workloads and time pressures that exceed available time, and access to support and help. Employers must also prevent harassment, violence and threats. The requirements were clarified on 1 January 2026 without introducing a new general duty. Relevant risks must be identified, assessed both individually and together, documented and followed up in cooperation with employees and their representatives.
Facilities and working conditions
Access to toilets, breaks, temperature control, protective equipment and suitable tools can determine whether practical needs can be accommodated during the working day.
Workplace exposures and pregnancy
Chemicals, infectious agents, radiation and certain other exposures require specific assessment when they may affect reproductive health or the fetus. Risks can exist without symptoms.
Adjustments and employee involvement
Employees and managers need opportunities to discuss work ability and adjustments while respecting privacy. Preventive changes to working conditions and individual adjustments should be considered together.
International standard / 2026
Menstruation and menopause are also workplace topics.
ISO 45010:2026 is an international standard that provides guidance on how organisations can respond to needs related to menstruation and menopause. It covers working environments, organisation, management, procedures and practical adjustments.
Understand
Help managers and employees understand how menstruation and menopause may be experienced.
Adjust
Review work tasks, breaks, temperatures, facilities and working hours.
Follow up
Involve employees, respect confidentiality and evaluate whether measures work.
ISO 45010 is a guidance standard and does not introduce new Norwegian legal obligations in itself. Norwegian law determines rights and duties. The standard addresses menstruation and menopause; other areas of health require additional evidence.
For HR and HSE
How do we integrate knowledge into workplace management?
Good HSE practice starts with work tasks, demands and how work is organised. Employers must identify risks, implement necessary measures and monitor their effects. Knowledge about women's health may help identify barriers, but employees' diagnoses should not be recorded in general HSE assessment forms.
Identify and describe
Describe work tasks, demands, staffing, working hours and facilities. Involve employees, carry out workplace inspections and draw on relevant knowledge without collecting unnecessary health information.
Assess risk
Consider likelihood, consequences and uncertainty. Assess both physical and psychosocial conditions and how several demands may interact.
Involve employees and choose measures
Involve employees, safety representatives and relevant support functions. Prioritise measures that reduce demands at source and consider individual adjustments as needed.
Assign responsibilities
Record necessary measures in an action plan, identifying the responsible person or function, deadlines and how the effects will be checked.
Evaluate
Check whether measures are effective. Follow up on new demands and update the risk assessment when working conditions change.
Research and evidence
What do we know, and where is more research needed?
What does the research show?
A 2025 systematic review of 29 observational studies found associations between certain menopausal symptoms and work-related challenges, including productivity. These are observational findings and cannot on their own establish causality or predict any individual employee's ability to work.
Read the research reviewWe need more evidence about interventions
There is still limited research identifying which specific workplace measures have the greatest impact. International research can offer valuable insights, but findings concerning absence, rights and economic factors need to be considered in the context of Norwegian working conditions.
Read the Norwegian public inquiryStart with understanding. Find solutions together.
Two people with the same health condition can have very different needs. Good solutions build on knowledge of the body, understanding of the working environment and dialogue between employer and employee. In this way, prevention that benefits everyone can be combined with necessary individual adjustments.
Employers are responsible for a safe and healthy working environment and must work systematically with prevention and adjustments. Employees play an important role through participation and conversations about work ability and possible solutions.
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Sources and further reading
The content is based on research, professional recommendations and relevant Norwegian regulations. We use international studies and standards alongside Norwegian sources and workplace frameworks.
Norwegian rules and guidance
Norwegian Labour Inspection Authority: Psychosocial working environment
Explains the clarifications in force from 1 January 2026, including assessing relevant workplace risks individually and in combination.
Open the sourceOpens in a new tabMedical knowledge
Helsenorge: Endometriosis and adenomyosis
Explains disease mechanisms, symptoms, investigations and treatment. The conditions are distinct and can occur together.
Open the sourceOpens in a new tabMedical knowledge
Helsenorge: PMOS, formerly PCOS (Norwegian)
Explains a condition that can affect hormone regulation, ovulation, metabolism and several other bodily functions.
Open the sourceOpens in a new tabInternational standard
ISO 45010:2026
Guidance on menstruation and menopause in the workplace, covering working environments, procedures, management and practical support.
Open the sourceOpens in a new tabNorwegian evidence base
NOU 2025:5 Kvinners arbeidshelse
A Norwegian public inquiry into women's working environments, health, sickness absence and labour market participation.
Open the sourceOpens in a new tabInternational research
Clevis et al. (2025), Maturitas
Systematic review of 29 observational studies on menopause and workplace productivity.
Open the sourceOpens in a new tabNorwegian rules and guidance
Norwegian Labour Inspection Authority: Workplace adjustments
Explains general, individual and specific adjustments and the responsibilities of employers and employees.
Open the sourceOpens in a new tabInternational health information
WHO: Menopause
Explains menopause, hormonal changes, individual variation and healthcare needs.
Open the sourceOpens in a new tabThis is general professional information and workplace guidance. Medical assessments and questions about specific rights must account for individual circumstances and applicable law.