How to Implement a Period & Menstrual Budget: A Complete Guide for Small to Mid-Sized Companies
It's important for companies to consider launching a period and menstrual budget because it directly impacts the well-being and productivity of employees who menstruate. By acknowledging and addressing this natural biological process, companies demonstrate a commitment to inclusivity and support for their workforce. Progressive benefits like this aren't just for big companies; they can be crafted to suit your small to mid-size business. At Bloom, as a women-led and Black-owned company with a Founder who has navigated the challenges of endometriosis since being diagnosed at 16, this initiative was crucial. It reflects our commitment to creating an empathetic and supportive work environment for all employees.
Photo by Monika Kozub on Unsplash The image shows two hands holding red menstrual cups against a pink background. Each hand is holding a menstrual cup by the base, and the cups are tilted towards each other, almost touching. The image is well-lit, and the colors are vibrant, creating a clean and visually appealing composition. The focus is on the menstrual cups and the hands, emphasizing the product and its usage.
Studies have found that 63% of women feel there is a stigma attached to discussing periods in the workplace, with over half (57%) saying they feel embarrassed to mention it at work. When asked what workplace initiatives would make it easier for them to be at work during their periods, almost half (46%) called for free tampons or sanitary pads, and 39% would like free painkillers.
Understanding Menstruation
All genders can menstruate. Unlike gender, menstruation is about your body. Anyone with a typically functioning uterus and vagina will menstruate, regardless of their identity. For example, a trans man who has a typically functioning uterus and vagina will menstruate. That’s just a biological reality. So yes, men can have periods. In fact, anyone of any gender can have a period.
Ways to Offer Menstrual and Period Benefits
1. Budget
Offer a monetary allowance each period (annually or quarterly) to use towards menstrual products and care. If someone does not menstruate, allow them to use this budget for someone close to them who does.
2. Time Off
Allow employees to take time off during times of menstruation. This time off can be under your existing sick, personal, or mental health days, and requests and approval should be treated like all other time off requests at the company.
3. Additional Resources
Offer resources such as Employee Assistance Programs (EAP) to support employees mentally during difficult times.
FAQ
Who is the period and menstruation benefit for?
The benefits are available to anyone who menstruates. We know that it is not just women-identified folks that have periods. Regardless of how you identify, you can take advantage of the benefits.
Should the budget include more than tampons and pads?
Yes. The period budget isn’t just limited to tampons and pads. We know that different folks use different things when they menstruate, like period panties, diva cups, etc.
How much should we offer if we do offer a budget?
At Bloom, we calculated how much we anticipate someone would spend on menstrual products in a year and that is how we came to a $250 CAD budget. Bloom is a small business with limited resources. Depending on how you are resourced and what is financially feasible, you could offer more.
Why does Bloom recommend against offering additional time off, i.e., create its own category for “Period & Menstrual” in your time off policy?
The purpose of offering period and menstrual benefits is to reduce the stigma. We feel if additional days are offered to those who menstruate, it will be used against those folks at times of promotion, raises, or opportunities to advance within a company. Instead, we encourage companies in their existing time off policy to highlight that folks can, and are encouraged to, use sick or personal days for menstrual or period-related issues.
How do we manage the expenses anonymously?
At Bloom, we ask our employees to submit their expenses for reimbursement on an annual basis. If you wish to keep expenses anonymous, you can simply add the allocated amount to their pay annually and trust your employees will spend accordingly. Another option is to ask those who menstruate to submit a form to collect the budget at a time that is best for them.
What to offer those who do not menstruate to keep the policy equal for all employees?
Of course, all companies are going to have folks who do not menstruate. We recommend offering this benefit to be used for a close family member or friend or offer to donate to a cause on behalf of this group of folks. An example of a cause that we recommend is The Period Pantry.
Step-by-Step Approach to Launching a Period and Menstrual Benefit
1. Define the Benefit
Identify Needs: Conduct a survey or hold discussions to understand the needs of your employees regarding menstrual support. Training is great for this too!
Budget Allocation: Determine the amount your company can allocate annually or quarterly for menstrual benefits.
Scope of Benefit: Decide what products and services the benefit will cover (e.g., tampons, pads, menstrual cups, pain relief).
2. Craft the Policy
Draft the Policy: Write a clear and comprehensive policy outlining the menstrual benefits, eligibility, and reimbursement process.
Inclusive Language: Ensure the policy language is inclusive and recognizes that menstruation is not limited to women.
Legal Compliance: Review the policy for compliance with local labor laws and regulations.
3. Launch the Initiative
Communicate: Announce the new policy through multiple channels (email, meetings, company intranet) to ensure all employees are informed.
Train Managers: Provide training for managers to handle menstrual benefit requests with sensitivity and confidentiality.
Orientation: Include information about the menstrual benefits in the onboarding process for new employees.
4. Implement the Benefit
Reimbursement Process: Set up a straightforward process for employees to claim their menstrual benefit (e.g., expense reports, direct deposits).
Confidentiality: Ensure that the process respects the privacy of employees requesting the benefit.
Feedback Loop: Create a system for employees to provide feedback on the policy and suggest improvements.
5. Monitor and Adjust
Track Usage: Monitor the usage of the menstrual benefits to understand its impact and identify any issues.
Evaluate Feedback: Regularly review employee feedback to make necessary adjustments to the policy.
Continuous Improvement: Stay updated on best practices and trends in menstrual benefits to continuously improve your offerings.
Implementing a period and menstrual budget in your company is a significant step towards creating an inclusive and supportive work environment. By providing these benefits, you not only address a critical health need but also foster a culture of openness and empathy.