For decades, most workplaces have operated under a “one-size-fits-all” model and it hasn’t always fit. Reproductive health has been treated as something personal, even invisible, rather than something that directly impacts how people show up at work. But that’s changing.
Around the world, conversations about period leave and menstrual equity are gaining momentum. Spain became the first European country to offer paid menstrual leave in 2023, while companies from Tokyo to Toronto are experimenting with policies that recognize the reality of menstruation, fertility treatments and menopause. What was once considered too private for the workplace is now part of the conversation about equity, productivity and wellbeing.
Why Period Leave Matters
Menstrual symptoms can be debilitating. From severe cramps to migraines to endometriosis flares, people who menstruate often push through pain in silence, worried about stigma or judgment. Period leave policies aren’t about giving “extra” benefits, they’re about acknowledging biological realities and creating fair conditions. Just as we accept sick days, maternity leave or mental health days, period leave reframes menstruation as a legitimate health need, not a taboo inconvenience.
The Bigger Picture: Menstrual Equity
Period leave is just one part of a broader push for menstrual equity, the idea that everyone should have affordable, accessible menstrual care and freedom from stigma. This includes workplace access to free period products, health insurance that covers reproductive care and open acknowledgment that cycles affect us in different ways. For employees going through fertility treatments, pregnancy or perimenopause, supportive policies can be life-changing.
Where Canada Stands
In Canada, there’s growing conversation around menstrual equity, though national legislation hasn’t caught up to countries like Spain or Japan. A few workplaces have taken the lead with progressive policies, but for now, it largely depends on employer discretion. As awareness spreads, pressure is mounting for systemic change, especially as younger generations demand more inclusive workplaces.
The Future of Work is Cyclical
Supporting reproductive health at work isn’t just about fairness, it’s about culture. When employees feel seen and supported, they’re more engaged, loyal and productive. Menstrual equity signals that a workplace values its people as whole humans, not just workers.
As conversations continue, one thing is clear: the future of work isn’t one-size-fits-all. It’s cyclical, inclusive and rooted in the idea that reproductive health belongs at the table, not hidden under it.