Period Dignity in the Workplace: A Guide for Employers

Why Period Dignity Matters

Period dignity refers to ensuring people who menstruate can manage their periods with comfort, hygiene, and without embarrassment or practical difficulties. In the workplace, this means:

Adequate facilities for managing periods

Access to sanitary products

Understanding and flexibility when needed

Freedom from stigma or awkwardness

Supporting period dignity is both the right thing to do and good for your organisation.

The Current Landscape

Period Poverty

Despite the UK abolishing VAT on menstrual products, many people still struggle to afford them. Workplace provision helps address this inequality.

Stigma and Silence

Many workplaces remain uncomfortable discussing periods. This silence can make employees reluctant to raise concerns about facilities or request flexibility when experiencing difficult symptoms.

Varying Experience

Menstruation affects people very differently:

Some experience minimal disruption

Others face significant pain, heavy bleeding, or other symptoms

Conditions like endometriosis can be debilitating

Essential Facility Requirements

At minimum, workplaces must provide:

Sanitary Disposal Units

UK law requires sanitary disposal facilities in women's and accessible washrooms. These must be:

Present in each washroom

Regularly emptied (not overflowing)

Hygienic and well-maintained

Replaced when damaged

Privacy

Facilities for managing periods require privacy:

Individual cubicles with locks that work

Adequate partitioning

Sound consideration (some prefer sinks within cubicles)

Going Beyond Minimums

Leading employers do more:

Free Period Products

Providing free menstrual products in washrooms:

Removes financial burden

Eliminates embarrassment of asking

Handles emergency situations

Signals inclusive values

Implementation Tips:

Offer a variety of products (tampons, pads, different sizes)

Place in all relevant washrooms

Keep discreetly restocked

Consider dispenser systems for hygiene

Quality Facilities

Beyond minimums:

Well-maintained, clean washrooms

Adequate number of facilities

Hot water for handwashing

Bins in individual cubicles

Inclusive Approach

Remember that:

Trans men and non-binary people may menstruate

Provide appropriate facilities in gender-neutral and men's washrooms where needed

Use inclusive language in policies

Policy Considerations

Menstrual Leave

Some organisations offer menstrual leave for those experiencing severe symptoms. Considerations:

Can be formal policy or informal understanding

Should not penalise those who need it

Privacy must be protected

Flexibility

Even without formal leave policies:

Allow working from home when symptoms are severe

Enable breaks when needed

Don't question washroom visits

Training and Awareness

Managers should understand:

Periods are normal biological processes

Some people experience significant symptoms

Flexibility and understanding help everyone

The Business Case

Supporting period dignity benefits organisations:

Reduced Absence: Employees with severe symptoms may push through if facilities are good, or stay home if they're not.

Productivity: Comfortable employees work better than those distracted by physical discomfort or facility concerns.

Retention and Recruitment: Particularly among younger workers, inclusive policies matter for employer choice.

Reduced Stigma: Open approaches create better workplace culture generally.

How Doves Supports Period Dignity

We provide comprehensive menstrual hygiene services:

Quality Sanitary Disposal: Modern, hygienic units emptied on reliable schedules.

Free Product Dispensers: Systems to provide free products in your washrooms.

Discrete Service: Our technicians work with sensitivity.

Compliance: We ensure you meet legal requirements.

Advice: We can help you improve your provisions.