Menstruation and menopause are natural parts of life. But in many workplaces, the symptoms and health needs that come with them are still treated as taboo, or ignored entirely. That silence has real consequences.

Research conducted with women shows that 80% experience symptoms during menopause, nearly 60% report these symptoms have had a negative impact on their work, and 30% say they have considered reducing their hours or leaving their job. For workers who menstruate, the monthly cycle can bring cramps, mood changes, fatigue, migraines, and more, often with no accommodations or understanding at work, leaving them to manage symptoms on their own.

CUPE’s new fact sheet on menstruation, menstrual health, and menopause in the workplace offers practical steps locals can take to talk about it, support members, and push for change.

Symptoms that impact work, changes that make a difference

Every person who menstruates experiences their cycle differently, but symptoms like cramps, fatigue, headaches or digestive issues are common, and they can make the workday a lot more difficult. For those living with chronic conditions like endometriosis, fibroids, or premenstrual dysphoric disorder (PMDD), the impact is even greater.

Perimenopause and menopause also bring a wide range of symptoms: from heavy or irregular bleeding and hot flashes, to sleep disturbances, anxiety and joint pain. And while some experience only mild changes, others face challenges that affect their job performance, attendance, and overall well-being. About 25% of them say those symptoms interfere with daily life.

When symptoms affect a worker’s ability to do their job, it’s not just personal. It’s a workplace issue that deserves real support.

Working conditions matter

The work environment can make symptoms worse. Poor temperature control, limited access to restrooms, strict break schedules, stressful workloads, and uncomfortable uniforms all add pressure on workers.

And while more employers are paying attention to equity and wellness, the stigma around menstruation and menopause persists. Too often, managers lack basic awareness of how these realities affect workers, or what kinds of support and accommodations are possible. Many workers feel uncomfortable raising these issues for fear of being dismissed, misunderstood, or even penalized. That’s where the union comes in.

Your union can help

CUPE members should never have to navigate these experiences alone. Locals can help start conversations with employers, support members in asking for what they need, and push for lasting change at the bargaining table.

CUPE’s fact sheet outlines practical, member-informed solutions that can make a real difference. CUPE locals can negotiate improvements through collective agreements that recognize menstruation and menopause as legitimate workplace health concerns. Your local can work with your CUPE servicing representative or health and safety specialist to develop bargaining language that includes:

  • Free menstrual products and clean, accessible restrooms;
  • Flexible work arrangements to help manage symptoms;
  • Paid leave options and other accommodations;
  • Manager training and workplace education;
  • Health benefit coverage for related treatments.

These are not one-size-fits-all fixes. Every workplace is different. But what matters is that we start the conversation, break down stigma, and create inclusive conditions where a natural part of life isn’t a barrier to workplace participation and success.

Want to know where your workplace stands?

Use this checklist to assess your workplace, and bring it to your next union meeting to talk about what else could be improved.

Does your workplace support menstrual and menopausal health?

✔️ Facilities and physical environment

  • ☐ Clean, well-stocked washrooms providing adequate free menstrual products
  • ☐ Gender-neutral restrooms available
  • ☐ Temperature control such as adjustable thermostats, fans, openable windows
  • ☐ Access to cold drinking water and cool-down spaces
  • ☐ Breathable uniforms with flexible sizing
  • ☐ Private rest areas for managing symptoms

✔️ Flexible work arrangements

  • ☐ Options for remote work or adjusted hours
  • ☐ Flexibility in start and finish times
  • ☐ Split lunch breaks or flexible breaks throughout the day
  • ☐ Temporary reduced hours to manage severe symptoms
  • ☐ Shift planning that supports symptom management
  • ☐ Job-sharing options
  • ☐ Support for medical appointments
  • ☐ Paid menstrual and menopausal leave options, or flexible sick leave

✔️ Workplace culture and policy

  • ☐ Clear health and safety policies that acknowledge menstruation and menopause
  • ☐ Non-discrimination clauses in collective agreements that include menstruation and menopause
  • ☐ Training for managers on impacts and accommodations
  • ☐ Designated advocates or points of contact in leadership
  • ☐ Access to support resources and employee support networks
  • ☐ Workplace culture that supports open, stigma-free conversations
  • ☐ Accessible information on available accommodations
  • ☐ Health benefits that cover symptom treatments, including alternative therapies
  • ☐ Workplace wellness programs that address menstrual and menopausal health

Learn more

Is your local ready to take action on this issue? Check out CUPE’s full fact sheet for concrete, realistic steps to support members, bargain for improvements, and help remove barriers that too many workers still face at cupe.ca/menstruation-menstrual-health-and-menopause-workplace.