Periods at Work: Creating a Period-Positive Workplace

Periods at Work: How Employers Can Create a Period-Positive Workplace

A practical guide for businesses ready to support employees who menstruate—from free products to flexible policies and breaking the silence.

Why Period Support Matters for Your Business

Periods are a fact of life for roughly half the workforce. Yet for too long, menstruation has been treated as something to hide, endure in silence, or simply not discuss at work.

The cost of this silence is significant—for employees and employers alike.

Research published in the British Medical Journal found that period pain causes an average of nearly nine days of lost productivity per year per employee. CIPD research reveals that 49% of women never tell their manager when an absence is related to their menstrual cycle. And TOTM's workplace research found that 70% of employees have been caught short by their period at work.

When employees feel unsupported, they're more likely to call in sick, struggle to concentrate, or feel disengaged. When they feel supported, they're more productive, more loyal, and more likely to recommend their employer to others.

Creating a period-positive workplace isn't about special treatment. It's about recognising a basic human need—just as workplaces provide toilet paper, soap, and first aid supplies—and treating employees with dignity.

The Business Case for Period Support

If you're making the case to leadership, here are the benefits that matter:

Reduced Absenteeism

When employees can access products, manage symptoms, and work flexibly around their cycle, they're less likely to need time off. Research shows that presenteeism—being at work but not fully productive—is a bigger issue than absenteeism when it comes to periods. Supporting employees to work comfortably reduces both.

Improved Productivity

Employees who aren't worried about leaking, uncomfortable, or in pain can focus on their work. Simple adjustments—like providing products in bathrooms and offering flexibility around difficult days—remove distractions and enable better performance.

Enhanced Retention and Recruitment

In a competitive job market, workplace culture matters. Companies that visibly support employee wellbeing—including menstrual health—stand out. CIPD research found that employers with positive menstrual policies report a happier, more trusting workforce with lower staff turnover.

Stronger Employer Brand

Period-positive policies demonstrate that your organisation values diversity, inclusion, and the dignity of every employee. This matters to current staff, potential recruits, and increasingly to customers and clients.

Legal Risk Reduction

While there's no specific UK legislation requiring menstrual support, severe period pain can qualify as a disability under the Equality Act 2010 if it has a substantial and long-term impact on daily activities. Employers who fail to make reasonable adjustments for affected employees could face discrimination claims.

What Does a Period-Positive Workplace Look Like?

There's no single model, but period-positive workplaces typically share these characteristics:

Free Period Products in Bathrooms

Just as you provide toilet paper and soap, provide tampons and pads. This is the foundation of period-positive provision.

Products should be:

Free to use (not coin-operated)
Accessible in all relevant bathrooms (female, accessible, and ideally gender-neutral facilities)
Well-stocked and regularly replenished
Discreetly located but easy to access
Varied (different absorbencies and types)

Consider partnering with suppliers who offer workplace-specific solutions—companies like TOTM, Hey Girls, Grace & Green, and others provide subscription services, dispensers, and branded boxes designed for workplace settings.

Disposal Facilities

Providing products is only half the equation. Employees also need appropriate disposal options.

Every cubicle in facilities used by people who menstruate should have:

A sanitary bin with a lid
Regular bin collection as part of cleaning routines

For workplaces wanting to go further, consider providing FabLittleBag disposal bags. These give employees the confidence to dispose of products discreetly and hygienically—especially valuable in shared facilities, open-plan buildings, or when workplace bins aren't ideal.

Flexible Working Options

Not everyone experiences difficult periods, but for those who do, flexibility can make the difference between struggling through or being able to work effectively.

Consider offering:

The ability to work from home on particularly difficult days
Flexible start times during menstruation
Access to comfortable workspaces (such as quiet areas or spaces near bathrooms)
Understanding around short breaks for managing symptoms or changing products

These don't need to be codified as "period leave"—they can be part of broader flexible working or wellbeing policies.

Open, Supportive Culture

Perhaps the most important element is culture. A period-positive workplace is one where:

Menstruation isn't treated as shameful or secret
Employees feel comfortable mentioning period-related needs to managers
Period support is communicated clearly to all staff
Everyone—including men and non-menstruating employees—understands why support matters

This culture shift takes time, but it starts with leadership visibility and consistent messaging.

Practical Steps to Get Started

1. Assess Your Current Situation

Before implementing changes, understand where you're starting from:

Do bathrooms currently have period products? Are they free?
Do all relevant facilities have sanitary bins?
What does your sickness absence policy say—and how is it applied to period-related absence?
Do employees feel comfortable discussing menstrual health needs?
What training have managers received on supporting employees with health conditions?

Consider running an anonymous survey to understand employee experiences and needs.

2. Start with Products

Providing free period products is the most tangible, visible step you can take. It's relatively low-cost and sends a clear message.

What to provide:

Tampons (regular and super absorbency)
Pads (regular and super absorbency)
Consider pantyliners for lighter days

Where to place them:

Women's bathrooms
Gender-neutral and accessible facilities
Consider providing products in men's facilities too—trans men and non-binary people may need them

How to display them:

Wall-mounted dispensers work well in larger organisations
Baskets or boxes on surfaces work in smaller settings
Ensure products are visible and accessible, not hidden away

Choosing suppliers: Many suppliers now offer workplace-specific products and services:

TOTM offers organic cotton products, workplace boxes, and a Period Positive Workplace certification scheme
Hey Girls provides a buy-one-donate-one model, supporting communities while supplying your workplace
Grace & Green offers sustainable products with workplace dispensers
FabLittleBag can supply thoughtful disposal bags alongside your product provision

3. Review Your Policies

You don't necessarily need a separate "period policy"—but your existing policies should support employees who menstruate.

Sickness absence:

Ensure period-related absence is treated with the same understanding as other health-related absence
Consider whether trigger points for formal sickness management should account for conditions like endometriosis or heavy menstrual bleeding
Train managers to respond supportively to period-related absence

Flexible working:

Ensure employees know they can request flexibility around their cycle
Consider including menstrual health in wellbeing or flexible working policies

Reasonable adjustments:

For employees with conditions like endometriosis, PCOS, or severe dysmenorrhea, reasonable adjustments may be legally required
These might include working from home, adjusted hours, desk location near bathrooms, or access to rest areas

4. Train Your Managers

Managers are often the first point of contact for employees struggling with health issues. Training helps them respond appropriately.

Training should cover:

Why menstrual health matters in the workplace
How to have supportive conversations (without oversharing or awkwardness)
What adjustments might help employees
When to signpost to HR, occupational health, or external support
The legal framework around disability and reasonable adjustments

Several organisations offer menstrual health training for workplaces, including TOTM's CPD-accredited programme.

5. Communicate Clearly

Once you've made changes, tell people about them.

Announce that free products are available and where to find them
Include period support in wellbeing communications
Add information to employee handbooks and induction materials
Put up discreet signage in bathrooms (e.g., "Free period products available—please help yourself")
Share the message from leadership to demonstrate organisational commitment

6. Consider Certification

Formal certification programmes recognise workplaces that meet certain standards. These can be useful for:

Demonstrating commitment to employees and recruits
Providing a framework for implementation
Benchmarking against other organisations

TOTM's Period Positive Workplace scheme, for example, provides certification for organisations that meet their criteria around product provision, facilities, and culture.

Addressing Common Concerns

"Isn't this too expensive?"

The cost of providing free period products is modest—typically comparable to toilet paper and soap. Suppliers offer workplace packages designed to be cost-effective, and the return in terms of reduced absenteeism, improved productivity, and enhanced employer brand often outweighs the investment.

"Won't people take advantage?"

Experience shows they don't. Just as employees don't stockpile toilet paper from work, they use period products when they need them. The occasional taken tampon is a small price for employee wellbeing.

"We don't have many female employees—is this relevant?"

Even workplaces with few menstruating employees should consider provision. Visitors, contractors, and clients may need products. And ensuring the employees you do have feel supported matters regardless of numbers.

"What about making men uncomfortable?"

Supporting menstrual health doesn't require graphic discussions. Most provision is discreet—products in bathrooms, policies in handbooks. Open culture means normalising periods as a fact of life, not oversharing details. Men benefit from inclusive workplaces too.

"Shouldn't people just bring their own products?"

People do bring their own products—but periods can arrive unexpectedly, or supplies can run out. Having products available for emergencies is the same principle as providing first aid supplies. You hope people won't need them, but you're prepared if they do.

Beyond the Basics: Going Further

For organisations wanting to lead rather than just comply, consider:

Menstrual Health Education

Host talks or workshops on menstrual health, including conditions like endometriosis (affecting 1 in 10 women), PCOS, and heavy menstrual bleeding. Increased awareness helps everyone—including those experiencing symptoms—recognise when something might need medical attention.

Supporting Menstrual Conditions

Recognise that some employees experience severe symptoms. Conditions like endometriosis can cause debilitating pain, heavy bleeding, fatigue, and other symptoms. Work with affected employees to agree adjustments that help them manage their condition while maintaining their career.

Under the Equality Act, employees with severe menstrual conditions may be entitled to reasonable adjustments. Proactive support demonstrates good faith and reduces legal risk.

Sustainable Choices

Many employees are interested in sustainable period products—reusable pads, menstrual cups, period pants. Consider:

Offering information about sustainable options
Providing sustainable products alongside disposables
Offering subsidies or one-time allowances for employees to purchase reusable products

This aligns period support with environmental commitments.

Period Tracking Support

Apps like Clue help people track their cycles and anticipate symptoms. Some employers offer premium subscriptions as part of wellbeing benefits. While this should never be compulsory or monitored by employers, offering access as an option can be valuable.

What About Thoughtful Disposal?

Providing products is essential—but disposal matters too.

Standard sanitary bins serve a purpose, but they're not always adequate. Some workplaces have limited bin provision. Some employees work in settings where bins aren't available (mobile workers, field roles, sites without permanent facilities). And some employees simply prefer a more discreet option.

FabLittleBag disposal bags offer a solution. Made mostly from plants (60% sugarcane, 30% recycled plastic, 10% cornstarch), they're:

Opaque—no one can see the contents
Easy to use—open with one hand
Sealable—no leaks or odours
Compact—easy to keep in a bag or pocket

Providing FabLittleBags alongside period products gives employees complete confidence in managing their period at work—from access to disposal.

Consider placing them in bathroom dispensers, including them in workplace product provision, or making them available on request.

Organisations Leading the Way

Inspiration from workplaces already making changes:

Starbucks UK

Partnered with TOTM to provide free organic period products to all UK employees, along with menstrual health awareness initiatives.

Heathrow Airport

Works with Hey Girls to provide period products across their facilities, supporting both employees and passengers.

South Central Ambulance Service NHS Foundation Trust

Installed free-vend period product dispensers across multiple sites, placing staff wellbeing at the heart of their approach.

The Bentall Centre (Kingston)

The first major UK shopping centre to roll out free period products for staff and visitors, recognised as a Period Positive Workplace.

Teesside University

Launched a Period Dignity Task Force, expanded provision from 19 to over 40 toilet facilities, and became the first university to receive the TOTM Period Positive University badge.

Getting Leadership Buy-In

To make the case to decision-makers:

Lead with business benefits:

Reduced absenteeism and presenteeism
Improved productivity and focus
Enhanced retention and employer brand
Alignment with diversity and inclusion commitments

Provide evidence:

Share research on period-related productivity loss
Present employee survey data (if available)
Reference what competitors and leading employers are doing

Start small if needed:

Propose a pilot in one location or department
Track outcomes and feedback before expanding

Make it easy:

Present supplier options with costings
Offer to lead implementation
Connect with HR, facilities, and wellbeing teams

The Bottom Line

Period support isn't complicated. It doesn't require large budgets or dramatic policy changes. It requires recognising that periods are a normal part of life for roughly half your workforce, and treating that fact with the same practicality as any other workplace need.

Free products in bathrooms. Appropriate disposal facilities. Flexible policies. Supportive culture. Informed managers.

These are achievable steps that make a genuine difference to employee wellbeing, productivity, and loyalty.

And they send a clear message: this is a workplace that values every employee.

Resources

Period Product Suppliers:

TOTM — Organic products, certification scheme
Hey Girls — Buy-one-donate-one model
Grace & Green — Sustainable workplace solutions
FabLittleBag — Thoughtful disposal bags

Guidance and Support:

Related reading on our blog:

FabLittleBag works with organisations across the UK to support the Period Supportive Movement. Our disposal bags give employees confidence in managing their period at work—discreetly, hygienically, and thoughtfully. Learn more about workplace solutions