By: Heidi Kwok, Staff Writer

Approximately 1.8 billion people menstruate each month. Despite being a natural phase of the reproductive cycle, menstrual periods are still stigmatized in public because of deep-seated cultural taboos rooted in patriarchal beliefs. Pervasive period stigma breeds feelings of shame and embarrassment for people who menstruate, who are taught from a young age to tip toe around the subject. Conditioned to downplay the symptoms of our cycles, the accompanying cramps, nausea, fatigue, and debilitating pain are frequently invalidated by non-menstruators and, most inconceivably, health practitioners. However, this dismissal does not change the fact that period pain can be severe and disruptive for many. Without concrete legal legislation to protect menstruating workers, BC must consider establishing a paid menstrual leave framework on top of standard sick days to help those with period pain rest and manage their pain accordingly. 

The realities of menstrual pain are excruciating for some. Just consider the online trend of people testing out period pain simulators. One such video depicting the testing of these devices on cowboys at the Calgary Stampede went viral as their macho façades turned out to be just that: façades. While the cowboys gripped their stomachs in agony at the highest settings, their distress was in stark contrast to menstruators, who remained completely unfazed at the same level. Keep in mind that these simulations lasted mere minutes and only reproduced the physical pain of abdominal cramps. Now, imagine having to deal with actual debilitating period pain and other compounding symptoms, such as constipation, headaches, vomiting, lower back pain, and much more, for up to seven days a month. How might this affect your performance at work? In a 2023 report published by Women and Gender Equality Canada, a staggering three quarters of respondents disclosed that menstruating can interfere with their daily school, work, and household routines. Endometriosis (where abnormal tissue growth causes extreme pelvic and period pain), uterine fibroids (tumours that grow in the uterus), and dysmenorrhea (a medical term for menstrual cramps which are experienced by 60% of menstruators) are some of the common causes of period pain, and are serious medical issues that should be handled with care and compassion. 

And yet, there remains a sharp disparity between the provincial government’s stated commitment to advancing gender equity and the lack of legal safeguards to tackle the treatment of workplace menstrual health.

Without an accessible menstrual leave policy in place, menstruating workers are forced to ration their five days of paid sick leave for the worst days. But herein lies the issue — periods aren’t exactly the only physical pain a person might experience in a year, nor do people run on five menstrual cycles a year. Even worse, I don’t know which cycles will be tolerable and which will leave me curled up in bed sobbing for relief. Being forced to work while menstruating can be incredibly taxing on the body. Instead of recuperating in the comfort of our own home, inhospitable workplace environments, such as inadequate or restricted access to washroom facilities, uncomfortable temperatures, limited scheduled breaks, stress and pressure, and more, can leave menstruators in a worse state than the one they began the day with.

Gender equity in the workplace and removing structural barriers so that marginalized genders have the tools they need to succeed are related issues. A working culture that promotes sexual and reproductive health is key to a supportive and inclusive workplace. Workers who menstruate deserve dedicated accommodations that will protect them from discrimination and/or retaliatory actions from employers due to an inability to work because of period pain. When the physical and mental well-being of workers is prioritized, productivity will unquestionably follow, and so will mutual loyalty and trust.

BC should learn from Spain’s case. In a historic first for Europe, Spain’s menstrual leave legislation offers workers up to five days of paid sick leave per month. It’s a step in the right direction for a workers-first mentality, but since its enactment three years ago, an average of only 4.75 million workers out of a 21 million strong labour force have taken advantage of this flexible arrangement. Some have pointed to the strict requirements of this legislation which require employees to submit an official medical diagnosis to be eligible for menstrual leave days. However, the larger issue may be the fear of retaliation to the point of losing one’s job should an employer perceive workers on menstrual leave as a liability. Menstrual leave is just a stepping stone to introducing better labour laws that positions the rights of vulnerable workers before their employers.

With International Women’s Day fast approaching on March 8, the province must recognize menstrual equity as an indispensable component of legal labour frameworks that can enhance the health and well-being of menstruating workers. Gender equity — and menstrual equity by extension — is a fundamental human right that needs to be respected in patriarchal societies where people have been subjected to horrific prejudice and violence because of their gender identities. Legislating menstrual leave is a question of common decency and should not be debated.