From the eight-hour workday to workplace safety regulations, Canada has seen many hard-won labour victories, with each advancement a step toward greater dignity and equity for all workers. But in the midst of these celebrations, we must recognize that for a significant portion of the workforce, a basic biological reality—menstruation—has long been a source of stress, lost time, and missed opportunities. Workplace menstrual care is not perk or a benefit but a matter of rights.
A 2019 Plan International survey found that a staggering 35% of Canadians who menstruate have had to sacrifice other necessities to afford menstrual products. This financial burden, known as period poverty, is a significant barrier to full participation in society, including the workforce. While the economic impact is clear, the personal toll is often overlooked.
Imagine being in the middle of an important meeting or on a job site when you're caught unprepared. A sudden, unexpected period can trigger a frantic search for products, often ending in a rushed departure from work. These unplanned exits aren't just an inconvenience; they are lost work hours that can impact wages, career progression, and overall productivity.
The Role of the Canada Labour Code and WAGE
Thankfully, the tide is turning. Recognizing that menstrual products are a basic health necessity—as essential as soap or toilet paper—the Government of Canada made a significant move toward menstrual equity. Effective December 15, 2023, amendments to the Canadian Labour Code mandated that federally regulated employers must provide free menstrual products in all washrooms.
This landmark change, which was championed by Employment and Social Development Canada and Women and Gender Equality (WAGE) Canada, is a crucial step in creating more inclusive workplaces. It addresses not just the financial burden of period poverty but also the social stigma and logistical barriers that have long impacted workers who menstruate. The regulation is a clear signal that menstrual well-being is a workplace health and safety issue, not a private matter to be dealt with alone.
joni's Advocacy and the Standing Committee
The tireless efforts of advocates and organizations, including joni, paved the path to this legislative change. Linda Biggs, joni's CEO and co-founder, played a pivotal role, appearing as a witness before the House of Commons Standing Committee on the Status of Women in June 2023. During her testimony, Biggs underscored the importance of not just providing products, but doing so with a focus on accessibility, sustainability, and supporting Canadian women-led businesses.
Along with fellow Canadian period care brands B-Free and Aisle, joni's appearance as a witness was a critical moment. They didn't just advocate for pads and tampons; they urged the committee to consider the full picture of menstrual equity, including the environmental impact of plastic-based products and the need to empower local entrepreneurs. By sharing their expertise and vision, they helped to shape the dialogue and ensure the final legislation was as comprehensive and forward-thinking as possible.
Left to right, Linda Biggs (joni co-founder and CEO), Suzanne Siemens (co-founder of Aisle), and Leisa Hirtz (founder, Bfree).
This Labour Day, the legacy of this work is clear. It's not just about a day off; it's about a fundamental shift in how we value and support all workers. By ensuring access to menstrual products, we are not only addressing a practical need but also fostering an environment of respect and inclusivity. It's a new chapter in the story of labour rights, proving that dignity in the workplace truly extends to every aspect of a person's life.
If you're looking to advocate for change and bring period care products into your workplace, take a look at this step-by-step guide to bringing period care into your organization, check out our commercial period care solutions page, or reach out to sales@getjoni.com.