Period pain is real and impacts roughly half of the population. It can be severe and affect the quality of life of a significant portion of the workforce. Period advocates believe that if those who do not menstruate better understood period symptoms and pain, they'd become more empathetic and better at creating positive and inclusive policies and corporate culture surrounding menstrual health in the workplace. Education is vital to creating environments with informed and compassionate policies.

Creating empathy through experience

Lux Perry, CEO and co-founder of the period pain company Somedays, told CTV News "The average person with a period misses nine days of work a year, and up to 80 percent of people with a period say that even if they're at work, they're not able to be as productive or engaged." Perry also notes that the stigma associated with menstruation and the desire to be seen as “professional” means they often need to lie about why employees are calling in sick.

Somedays has also invented a period pain simulator designed to allow non-menstruating people to experience what menstrual cramps feel like. You may have seen one of their videos online, one notably featuring a police officer admitting he would not want to be on duty while experiencing such symptoms. According to their website, the period pain simulator releases small electrical impulses directly to the abdominal muscles, causing contractions similar to how prostaglandins cause muscle contractions and cramps during menstruation, to help people understand one of the symptoms commonly associated with menstruation.

On the job

Vikki VanSickle, Education Coordinator at The Period Purse, Canada's first and only registered charity dedicated to menstrual equity, reiterated the importance of normalizing conversations about menstruation in general. "Given the percentage of time we spend at work, that is a lot of time people spend pretending this natural, healthy biological process doesn't exist. Part of providing a safe, welcoming workplace is acknowledging – out loud – that people will menstruate at work, and having a strategy that allows menstruators to feel supported while menstruating at work. Pretending your period isn't happening to fit in at work or not feel like an inconvenience to your employer can come with significant stress and anxiety, something that can affect mental health and work performance."

VanSickle notes that, historically, decision-makers did not include people with periods. This means that legacy decisions surrounding sick leave, flex hours and providing period products in the workplace were made without the perspectives of menstruators in the room.

Small steps toward bigger changes

VanSickle advocates for ensuring that the period products employees want and need are available consistently and at no cost, encouraging employers to think of these products the same way they would soap, toilet paper or hand sanitizer. She adds, "Companies can also survey staff regularly about their menstrual needs to demonstrate a willingness to collaborate and an open, supportive culture. Looking at lieu time, flex hours and paid menstrual leave are other ways companies can support menstruating staff members."

VanSickle says that some people experience discomfort or even debilitating symptoms around their period, and offering paid menstrual leave will ensure that they are not penalized for simply having a period.

Making an impact in the workplace

VanSickle emphasizes the importance of open dialogue and normalizing talking about menstrual health. "If we don't talk about periods, we can't address period-related concerns."

Meaningful change is directly correlated to education. The Period Purse and other charitable and educational organizations offer virtual and in-person sessions for groups of all ages to address period stigma, period poverty (a startling issue in Canada) and period advocacy. Educational events with external facilitators are excellent ways to begin open conversations about periods in the workplace.

Other ways to take action in the workplace include:

  • Reviewing policies with a lens to better supporting menstrual health
  • Allowing work-from-home days and flexible hours to help reduce absenteeism and increase overall productivity
  • Prioritizing wellness in the workplace
  • Providing health coverage that supports menstrual health

The future of menstrual health in the workplace

World leaders and top employers are beginning to embrace menstrual leaves, with some offering one or two days of leave per month for menstruators to utilize as needed. Countries that have adopted these policies include Indonesia, the Philippines, Spain, South Korea, Taiwan and Zambia. Nike has provided menstrual leave since 2007, and companies such as Coexist Foundation in the U.K. offer flexible period leave policies.

Giving back

Those looking for a charitable team-building experience to support menstrual health in their community can participate in a packing party experience or fundraising event to tackle period poverty.





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