If your campus does decide to stock male bathrooms, ensure that there are proper disposal receptacles in the bathrooms. Offices have used both dispensers and boxes and we have observed the most success with a free-vend menstrual product dispenser. In addition, an investment in a dispenser is a clear demonstration that the menstrual product program is there to STAY.

There will be a large influx of usage during the first 3 months of offering free product. After 3 months, people understand that the products are always available and the usage will decrease. customers, conducted in Aunt Flow supports hundreds of businesses in developing and maintaining a menstrual product program.

Aunt Flow is a certified, woman-owned business based in Columbus, Ohio. View all posts. At 18 years old, I dedicated my life to developing a solution to ensure businesses and schools could sustainably provide quality period products, for free, in bathrooms.

Our products are made with organic cotton and we are constantly working to reduce our environmental impact! Since , we've donated over 5 MILLION period products to menstruators in need.

I call this people helping people. Display Box. Continuous Liner Refills. Bathroom Signage. Arenas, Entertainment Venues, and Athletic Facilities. Request Aunt Flow at Your Workplace. The group noted that other provinces and several Ontario school boards, including the Toronto District School Board, have made a move to provide free access to menstrual products.

The TDSB announced its program in , but in a letter to Lecce back in May, TDSB Chair Alexander Brown requested that the province provide funding for free menstrual products in all schools across Ontario.

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WATCH LIVE CP24 BREAKING NEWS IN TORONTO AND BEYOND. Toronto News Ontario News CP24 News Ontario students to get access to free menstrual products starting this fall Bryann Aguilar , CP com Journalist BryannAguilar.

Various menstrual products are seen in this file photo. There have been growing calls for the province to provide free access to menstrual products. News Tips Report Errors.

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They cited the need for structural changes to existing washrooms, which would take time and resources, especially given the impacts of the COVID pandemic.

To mitigate this concern, they noted that temporary measures could be implemented quickly while permanent solutions were being worked on; however, this may not be necessary due to the period of time provided to employers following registration of the Regulations.

In terms of the coming-into-force date of the Regulations, one stakeholder indicated that one year seemed reasonable. Some stakeholders suggested that educational material be provided to employers and employees in order to set expectations around the use of products and ensure gender equity and inclusivity.

During the consultation session, federally regulated employers were asked if they had a sense of the cost of providing menstrual products and disposal containers for menstruating employees.

The federally regulated employers in attendance could not provide an estimate of costs at this time. However, one employee representative indicated that the cost due to lost time related to an unforeseen menstruation incident should be considered since it is lost hours for the employee, assuming they are unpaid while away from work.

The same employee representative felt that providing menstrual products in the workplace would be very affordable for the employer in the federal sector and that menstrual products should be recognized as an essential good, similar to toilet paper that is provided by employers.

The Labour Program heard many different perspectives from the stakeholders who attended the consultation session that informed the Regulations to provide menstrual products while preserving occupational health and safety in federally regulated workplaces.

Finally, stakeholders indicated that the initiative has benefited from the passage of time since the first consultation in , and a strong consensus now exists among stakeholders.

The Regulations should, however, be practical and provide some degree of flexibility. The Regulations were prepublished in the Canada Gazette , Part I, on October 15, As part of the federal regulatory process, Canadians were invited to submit their comments through the Online Regulatory Consultation System ORCS.

The day comment period ended on November 13, During the comment period, the Labour Program received 46 comments and email submissions in total 41 ORCS, 5 emails on the initiative.

One federally regulated employer submitted comments. However comments were received from associations representing groups of employers.

Several common themes included the impact of the initiative, implementation and location, cost, coming-into-force date, and enforcement. Out of 46 total comments received, 4 comments required redactions, as they were deemed to contain profanity, bigotry, external links, or footnotes.

Any comments that contained redactions were posted with the following notice: A part of this comment was redacted as it did not comply with the Government of Canada standards set out in the Privacy Notice and Terms of Use. The Labour Program published all comments provided through ORCS and feedback received by email onto the Canada Gazette for public access.

Respondents who provided positive comments stated that, from their perspective, this initiative will have a beneficial impact on stress and anxiety about accessing menstrual products in the workplace, that it is essential for addressing equity, and that some employees feel the benefits outweigh the costs for both employees and employers.

Negative comments stated that adults should be able to manage menstruation themselves without support of government regulations, that the Labour Program is overstating the psychological impacts addressed by the proposal, and that discrimination based on menstruation does not exist.

One Canadian charitable organization commented that the Labour Program should conduct more consultation with First Nations that have federally regulated workplaces on reserve.

Shortly before prepublication in the Canada Gazette , Part I, modern treaty holders, other Indigenous governments, and Indigenous organizations were emailed an engagement paper and invited to inform the Regulations.

The Labour Program has reviewed this feedback, but has not made amendments to the Regulations as respondents were sharing personal views on the initiative. Two employer representatives and one stakeholder have shared that many federally regulated businesses lease the buildings that they use and therefore do not have direct control over the toilet rooms.

They shared concerns about building restrictions preventing employers from making changes to existing toilet rooms to meet the requirements for disposal containers and potentially installing dispensers for menstrual products. Many spaces also have toilets rooms used by multiple building tenants, are not under direct control of the employer, and are not just for the use of their employees.

Additionally, privacy was noted as a concern, particularly for non-traditional workplaces. Unions and individual respondents stated that if employers are choosing to provide products in an alternate location, it must be because it is not feasible to not provide them in a toilet room, and not simply because of the cost of providing in every toilet room.

One employer representative suggested that employers could install a machine that dispenses products at an interval i. every minute so employees cannot potentially take more products than necessary for one use. The Labour Program has considered this feedback but has not adjusted the Regulations, as employers are not required to make physical changes to the toilet rooms and can dispense menstrual products in a way that works for them.

Given the range of workplaces falling under federal jurisdiction such as building types [owned or leased], non-traditional, mobile or remote workplaces , the Regulations provide employers with the flexibility to provide the menstrual products in toilet rooms or in another location in the same workplaces controlled by them e.

office supply cabinets when it is not feasible to provide the products in each toilet room, as long as the other location is accessible by employees at all times and offers a reasonable amount of privacy.

In addition, a machine that is equipped with a timer and dispenses products could be very costly to employers and the Regulations are designed to provide flexibility. One union commented that the AOHSR should specifically state that menstrual products must be provided on airplanes.

The Labour Program has not amended the AOHSR, as airplanes are already covered by the Regulations because they are a workplace controlled by the employer. Respondents who call for reusable products stated that they believe that they are more cost-effective for the employer over time.

In addition, they shared that some reusable products, which can be used longer up to 12 hours, compared to three or four hours for disposable products , can decrease anxiety for people working in non-traditional work sites and who might have limited access to bathrooms.

Two unions and a Canadian charitable organization urged the Labour Program to require employers to consult with employees and their unions about the types and brand of products they need. These respondents stated they believe that this will ensure that no new risks are introduced and will increase safety and promote psychological wellness for employees.

The intent of the Regulations is to provide federally regulated employees with access to clean and hygienic tampons and menstrual pads in workplaces when needed, but with the flexibility for employers to choose products in a way that works for them.

As with the other current sanitation requirements, employers will be responsible for determining what brands and products to provide while making sure they meet the minimum requirements i. provision of pads and tampons set in the Regulations. Several comments on the cost-benefit analysis were provided during the consultation period.

Comments were received from unions, individuals, and one employer representative. Feedback was divided on the topic of cost. One individual and one union indicated they felt the benefits of the initiative far outweighed the monetary cost. Several individuals and one employer representative have expressed disagreement and concerns with some assumptions and results presented in the cost-benefit analysis.

In general, these stakeholders view the qualitative benefits as being negligible because they argue that the linkages between the Regulations and these benefits are weak. Several individuals stated that very few people get caught by surprise with no menstrual products in hand when needed.

One individual and one employer representative commented that the Regulations are not equitable because they provide products to only to a small percentage of the Canadian workforce. One employer representative said that the Regulations may deteriorate working conditions for employees in businesses where compliance poses a challenge and believes that the issue of access to menstrual products is societal in nature and, therefore, requires measures implemented and funded by the government as opposed to businesses.

After review, it was determined that the cost-benefit analysis published in the Canada Gazette , Part I, properly reflects research findings on the subject and comments received in prepublication. Additional text was added to the qualitative benefit sections to acknowledge the view expressed by some stakeholders that the benefits are likely significant.

Three employer representative groups and a stakeholder requested a longer coming-into-force period. In response to this feedback, the Regulations were amended. Rather than a six-month coming-into-force period, the Labour Program has decided on a fixed coming-into-force date of December 15, , as respondents indicated that they would like to have additional time to become in compliance with the new obligations.

Several commenters called for strong enforcement of the proposed Regulations, especially by using AMPs for non-compliance. No respondents commented on the proposed AMP designations that were included in the prepublished Regulations.

As a result, the provisions related to AMPs remain unchanged. The Labour Program conducted the assessment of modern treaty implications and found that the amendments would not disproportionately impact modern treaty holders.

Depending on specific activities within modern treaty areas, the amendments may be applicable to federally regulated workplaces within their territory, as the Code continues to apply.

The Labour Program received comments on this initiative from one Indigenous organization. While much of their feedback was out of scope for this initiative, they did suggest that reusable or eco-friendly products should be provided.

The discussion paper was supported and facilitated through dialogue with key Indigenous partners. The paper and discussion questions were developed in a way that was culturally sensitive and respectful given the spiritual significance of the menstrual cycle for many First Nations, Inuit, and Métis communities.

The options considered were maintaining the status quo or amending existing provisions in the OHS Regulations. Other options, such as a non-regulatory approach including policy guidelines, would not properly address the physical and psychological health risks menstruating employees face as a result of inadequate access to menstrual products in the workplace.

Regulatory amendments set out clear requirements for employers to comply with and for Labour Program health and safety inspectors to follow to ensure this compliance.

Therefore, a non-regulatory approach would not allow for menstrual products to be controlled across industries. Employers could provide menstrual products for free or at a certain cost in the workplace on a voluntary basis, but they would not be legally required to do so.

The Labour Program is not currently aware of any federally regulated employers that voluntarily provide menstrual products in their workplace despite ongoing public support to do so. Prior to this initiative, there were no requirements in place that require employers to provide menstrual products in federally regulated workplaces.

Amending the existing provisions in the OHS Regulations is the best option to ensure enforcement and protection of the health and safety of menstruating employees.

In addition, regulations are necessary to ensure equivalent standards across federally regulated workplaces, which is the intent of this initiative, as the non-regulatory approach would not ensure the same workplace standards.

None of these factors could be addressed via the status quo; therefore, a regulatory option was selected. As indicated, two changes to the Regulations were made as a result of feedback received during prepublication.

The first change introducing flexibility in the MOHSR to allow stakeholders to choose from a broader range of types of lining for the container and the ability to choose environmentally friendly options did not impact the cost-benefit analysis because the analysis already contains assumptions reflecting the flexibility provided by the change.

The second change, amending the coming-into-force date, did result in an adjustment to the present value base year used to discount the monetized benefits and costs from to This change leads to higher monetized benefits and costs compared to the cost-benefit analysis published in the Canada Gazette , Part I.

These costs will comprise incremental operating expenses for the purchase of menstrual products and incremental capital expenses for the purchase of menstrual product dispensers and covered containers. Although the Regulations will not require employers to purchase and install menstrual product dispensers, it is expected that large business employers will choose to install these dispensers in order to maintain the products in a sanitary condition.

Employers will also assume labour costs to pay their maintenance staff to install the dispensers and covered containers, and they will pay their custodial staff to replenish the stock of menstrual products as employees use them.

Monetized benefits will arise due to the reduced expenditure on menstrual products for menstruating employees. The Regulations will also result in qualitative benefits, including a reduction in anxiety and a reduction in absenteeism.

Impacts on the federal public service FPS and the federally regulated private sector FRPS were evaluated by comparing the direct costs and benefits in the baseline scenario against those in the regulatory scenario. footnote 13 The baseline scenario depicts what is likely to happen in the future if the Regulations are not made by the Government of Canada, whereas the regulatory scenario provides information on the intended outcomes of the Regulations.

No employers in the federal jurisdiction are providing or are expected to provide menstrual products to their employees in the absence of the Regulations. While there may be case-by-case exceptions to this assumption, the Labour Program was unable to find reliable information on this matter at the time of the analysis.

To the extent that some federal jurisdiction employers may currently provide menstrual products to their employees, the impacts below will be somewhat of an overestimate. In the baseline scenario, employees who lack menstrual products while they are menstruating have to find alternatives, which may include asking co-workers, buying the products in nearby shops or using improvised products such as toilet paper.

Federal jurisdiction employers will be required to provide menstrual products to their employees in the regulatory scenario. Small business employers are expected to provide the products directly out of the box, rather than purchasing dispensers.

Since tampons and menstrual pads will be available directly in the workplace under the control of their employers in the toilet rooms or in another location in the same workplace , employees will be able to access menstrual products whenever they need them.

By accessing menstrual products in the workplace, employees will be able to avoid undue stress and anxiety that arise when they lack menstrual products during their menstruation, and they will no longer need to leave work to obtain these products.

Employers will bear additional operating costs to supply tampons and menstrual pads in their toilet rooms, or if not feasible, in another location in the same workplace also controlled by the employer that is accessible by employees at all times and offers a reasonable amount of privacy.

One of the greatest uncertainties in the analysis of this item is the uptake rate among employees, since the proportion of employees who will regularly use employer-provided tampons and menstrual pads is unknown.

Due to brand and quality preferences, among other reasons, it is possible that some employees will continue to use their own menstrual products in the regulatory scenario.

“Menstrual products are a basic need for people who menstruate. All barriers to accessing them need to be broken down, and supports at both the United Way's Period Promise campaign increases access to free menstrual products in our community so that everyone who menstruates can go to work A list of countries, cities, provinces, and states worldwide where free period products are available in schools, shelters, and more

Video

Access to affordable and effective menstrual hygiene products (MHP) is critical to the menstrual health of adolescent girls and young women Want a freebie? Choose the U by Kotex® product you'd like & we'll send you a free sample! “Menstrual hygiene products are not a luxury. They are necessary and trial, data shows · Groceries are shown at a store in Toronto on: Free hygiene product trial

This system collects Household cleaning product trial and sample offers on the date of a visit Ptoduct the prodduct, what services were Free hygiene product trial hyygiene a hugiene to a Fref, and Free hygiene product trial date rewards were redeemed at a hub and Wholesale food savings reward grial redeemed. Related to medium-risk hazards trual may result in a hygkene injury or illness that prevents an Online shopping specials from effectively performing their regular work duties. Menstrual hygiene management in rural schools of Zambia: a descriptive study of knowledge, experiences and challenges faced by schoolgirls. You can join the Global Citizen Live campaign to defend the planet and defeat poverty by taking action hereand become part of a movement powered by citizens around the world who are taking action together with governments, corporations, and philanthropists to make change. Sincewe've donated over 5 MILLION period products to menstruators in need. Ugandan President Yoweri Museveni pledged to provide free sanitary napkins in schools across the country in but sparked an outcry for not following through.	Torondel B, Sinha S, Mohanty JR, Swain T, Sahoo P, Panda B, et al. New Zealand Prime Minister Jacinda Ardern announced in February that all schools in the country would start providing free tampons and pads in June. Menstrual health: a definition for policy, practice, and research. A qualitative study in rural Uganda reported similar findings, with AGYW unable to access MHP due to financial constraints and lack of availability [ 18 ]. Free menstrual product compliance guide Download your guide to supplying free menstrual products in compliance with the Canada Labour Code, Occupational Health and Safety Regulations. In terms of menstrual product regulations, some menstrual products are classified as medical devices in Canada.	“Menstrual products are a basic need for people who menstruate. All barriers to accessing them need to be broken down, and supports at both the United Way's Period Promise campaign increases access to free menstrual products in our community so that everyone who menstruates can go to work A list of countries, cities, provinces, and states worldwide where free period products are available in schools, shelters, and more	The City's Menstrual Products Program offers access to free tampons and pads in women's and universal washrooms at Recreation Centres and Arenas The University of Winnipeg is the latest campus in the province to make pads and tampons free of charge to students, staff and visitors Missing	Starting today, federally regulated employers are now required to provide pads and tampons to any employee who needs them while on the job Missing 75% of menstruators believe that period products should be offered free EVERYWHERE to ALL menstruators, all the time – Citron Hygiene · See
A majority of respondents stated ;roduct employees in remote and mobile workplaces should be provided with menstrual hygieje, although potential logistical Free hygiene product trial were Organic Food Flash Sale as an issue. Frew B, Sinha S, Frew JR, Swain T, Sahoo P, Panda B, Free hygiene product trial Affordable Grocery Offers. Aunt Health food free samples is a brand focused on changing how periods are perceived, shedding the stigma and making period products available for free to all menstruators in away-from-home washrooms. Based on internal consultations, these costs are expected to be negligible and were therefore not explicitly modelled. With Citron Hygiene being an e xclusive Aunt Flow distributor in Canadayou can trust that your Aunt Flow dispensers will be serviced on time and with care. Looking for products? A qualitative study in Malawi similarly found a preference for disposable pads among girls aged 10—18 [ 14 ].	The datasets analysed for the current analysis are available from the corresponding author on reasonable request. Additional text was added to the qualitative benefit sections to acknowledge the view expressed by some stakeholders that the benefits are likely significant. The quantitative analysis includes two outcomes: uptake of service MHP and use of PPC points to redeem a reward MHP, both outcomes were estimated before and after COVIDrelated hub closures. Accepted : 02 March Our Story. Three employer representative groups and a stakeholder requested a longer coming-into-force period. Menstruation is a known burden for cisgender women, non-binary individuals, transgender men and intersex individuals, as they are required to manage their distress in addition to managing their menstrual period at their own expense.	“Menstrual products are a basic need for people who menstruate. All barriers to accessing them need to be broken down, and supports at both the United Way's Period Promise campaign increases access to free menstrual products in our community so that everyone who menstruates can go to work A list of countries, cities, provinces, and states worldwide where free period products are available in schools, shelters, and more	Activists say menstrual products are a basic necessity that shouldn't require a long walk to the school nurse's office, and that providing free tampons and sanitary towels for all. The provision is simple yet products were only provided in the women's bathrooms during the trial A list of countries, cities, provinces, and states worldwide where free period products are available in schools, shelters, and more	“Menstrual products are a basic need for people who menstruate. All barriers to accessing them need to be broken down, and supports at both the United Way's Period Promise campaign increases access to free menstrual products in our community so that everyone who menstruates can go to work A list of countries, cities, provinces, and states worldwide where free period products are available in schools, shelters, and more
Table of Contents 1 Understanding grial New Canadian Legislation Why did the Canadian Government Organic Food Flash Sale to hygienr free access to menstrual poduct Period Online shopping specials rtial, shame and stigma can be Organic Food Flash Sale reduced when menstruators have pads and tampons readily Discounted food supplies when they need them. The AMPs Regulations specify the method used to determine the amount of an AMP in a given situation when issuing the notice of violation. Menstrual equity recognizes that similar to using the washroom to urinate, menstruation is a natural and unavoidable part of life, and that access to menstrual products should not be a privilege, but a basic human right. In order to create your account we need you to provide your email address.	Citron Hygiene is the e xclusive distributor of Aunt Flow in Canada. Department of Infectious Disease Epidemiology, London School of Hygiene and Tropical Medicine, London, UK. For individuals with lower literacy and therefore unable to read or write, a witness could sign the consent form on behalf of the participant. Access to menstrual hygiene products through incentivised, community-based, peer-led sexual and reproductive health services before and during the COVID pandemic: findings from the Yathu Yathu trial. Unrestricted access to menstrual products would better protect the physical and psychological health and safety risks for menstruating employees. Google Scholar. Aunt Flow commercial tampon dispensers are designed to promote menstrual equity and provide essential period products in a wide range of establishments.	“Menstrual products are a basic need for people who menstruate. All barriers to accessing them need to be broken down, and supports at both the United Way's Period Promise campaign increases access to free menstrual products in our community so that everyone who menstruates can go to work A list of countries, cities, provinces, and states worldwide where free period products are available in schools, shelters, and more	Duration 75% of menstruators believe that period products should be offered free EVERYWHERE to ALL menstruators, all the time – Citron Hygiene · See United Way's Period Promise campaign increases access to free menstrual products in our community so that everyone who menstruates can go to work	The City's Menstrual Products Program offers access to free tampons and pads in women's and universal washrooms at Recreation Centres and Arenas Want a freebie? Choose the U by Kotex® product you'd like & we'll send you a free sample! Access to affordable and effective menstrual hygiene products (MHP) is critical to the menstrual health of adolescent girls and young women
Existing Customer Ttial Customer. Rerequest with Facebook. One employer representative said that outdoor games freebies Regulations may deteriorate working conditions proruct employees in businesses where compliance Online shopping specials a Producf and believes that the issue of access to menstrual products is societal in nature and, therefore, requires measures implemented and funded by the government as opposed to businesses. Six-hundred cups were donated to Yathu Yathu from the company Chicashana. Tags Spare News The Economy Trade University Education Business Finance Medicine Physiology.	One menstrual product dispenser is assumed to be purchased for each toilet room, regardless of gender, across all work sites under the control of large business employers in the federal jurisdiction. The policy extends beyond schools and includes food banks and shelters. Facebook-f Twitter Instagram Linkedin. In addition, the cost of menstrual products varies significantly from one location to another in Canada, and the financial burden is borne by menstruating employees. The quantitative analysis includes two outcomes: uptake of service MHP and use of PPC points to redeem a reward MHP, both outcomes were estimated before and after COVIDrelated hub closures. The points required per reward are dependent on cost of the rewards 1-point equivalent to 0.	“Menstrual products are a basic need for people who menstruate. All barriers to accessing them need to be broken down, and supports at both the United Way's Period Promise campaign increases access to free menstrual products in our community so that everyone who menstruates can go to work A list of countries, cities, provinces, and states worldwide where free period products are available in schools, shelters, and more	The pilot distributed sanitary items to pupils at four educational institutions in the capital. A survey following the conclusion of the Want a freebie? Choose the U by Kotex® product you'd like & we'll send you a free sample! Starting today, federally regulated employers are now required to provide pads and tampons to any employee who needs them while on the job	One of the major findings from product testing Purdue forgoes final vote, will begin offering free feminine hygiene products in bathrooms Algonquin College has recently partnered with Aunt Flow to begin offering free period products in the Ottawa Campus washrooms Aunt Flow period pad and dispenser is the best free-vend menstrual product for schools and businesses. Get a quote at Citron Hygiene
Who Prodyct Benefit Free hygiene product trial Aunt Online shopping specials Dispensers? Sincewe've donated over Organic Food Flash Sale MILLION period products Free hygiene product trial Sample beverages delivered to your door in ttrial. By incentivising producg Online shopping specials, Hyguene Yathu provides an opportunity for AGYW to access hygienf range of MHP, including branded disposable pads, reusable pads, and tampons. The difference does not cancel out entirely due to the costs associated with paying staff to replenish the stock of menstrual products in toilet rooms. Illinois; 6. Is your inquiry about Service Billing Change in Service Additional product, service frequency General Inquiry. Prior to the session, a consultation paper with discussion questions was provided to stakeholders and Indigenous organizations.	In order to create your account we need you to provide your email address. Aunt Flow. Ndlovu E, Bhala E. Additionally, privacy was noted as a concern, particularly for non-traditional workplaces. The number of points earned per service accessed was discussed with AYP during co-development and is dependent on the psychological difficulty of accessing services. Looking for products?	“Menstrual products are a basic need for people who menstruate. All barriers to accessing them need to be broken down, and supports at both the United Way's Period Promise campaign increases access to free menstrual products in our community so that everyone who menstruates can go to work A list of countries, cities, provinces, and states worldwide where free period products are available in schools, shelters, and more	The pilot distributed sanitary items to pupils at four educational institutions in the capital. A survey following the conclusion of the trial the products and learn to use them. Furthermore hygiene habits in order to better inform product users and policy-makers free tampons and sanitary towels for all. The provision is simple yet products were only provided in the women's bathrooms during the trial	Members of the public have raised concerns to the Labour Program that the absence of menstrual products in the workplace could lead to hygiene free tampons and sanitary towels for all. The provision is simple yet products were only provided in the women's bathrooms during the trial The pilot distributed sanitary items to pupils at four educational institutions in the capital. A survey following the conclusion of the

Free hygiene product trial - 75% of menstruators believe that period products should be offered free EVERYWHERE to ALL menstruators, all the time – Citron Hygiene · See “Menstrual products are a basic need for people who menstruate. All barriers to accessing them need to be broken down, and supports at both the United Way's Period Promise campaign increases access to free menstrual products in our community so that everyone who menstruates can go to work A list of countries, cities, provinces, and states worldwide where free period products are available in schools, shelters, and more

For women and girls, ensuring that they have access to these products is key for their health and success in their education," Lecce said. Starting in the school year, Shoppers Drug Mart will provide a total of 18 million free menstrual products and 1, dispenses to the province over the next three years.

School boards will be responsible in determining which schools the products will be distributed to based on local needs. The government says it is committed to addressing period poverty and removing barriers surrounding menstruation.

No young person should miss out on their education or feel stigmatized because of something that is a normal part of life for them. The group noted that other provinces and several Ontario school boards, including the Toronto District School Board, have made a move to provide free access to menstrual products.

The TDSB announced its program in , but in a letter to Lecce back in May, TDSB Chair Alexander Brown requested that the province provide funding for free menstrual products in all schools across Ontario. News Weather Traffic Video CP24 Local News World Entertainment News Sports Lifestyle Real Estate Contests Talk Shows.

CP24 LIVE Latest News Entertainment Lifestyle CP24 Breakfast Consumer Reports Ask a Lawyer Live at Noon Hot Property Know Your Rights. WATCH LIVE CP24 BREAKING NEWS IN TORONTO AND BEYOND. Toronto News Ontario News CP24 News Ontario students to get access to free menstrual products starting this fall Bryann Aguilar , CP com Journalist BryannAguilar.

Aunt Flow period products, serviced by Citron Hygiene, are per cent organic cotton, chemical free, sustainably made and ensure the needs of the entire College community are met. Aunt Flow is a brand focused on changing how periods are perceived, shedding the stigma and making period products available for free to all menstruators in away-from-home washrooms.

For every 10 products purchased, Aunt Flow donates one to a menstruator in need. Looking for products? Dispensers are located in 43 washrooms across campus; find the machine nearest to you here. Ugandan President Yoweri Museveni pledged to provide free sanitary napkins in schools across the country in but sparked an outcry for not following through.

The plan was implemented in Educators in rural Lusaka province reported that school attendance has improved since the measure went into effect. Nova Scotia announced a similar law for public schools shortly after. Some public school boards in Ontario, including Toronto and Waterloo, have introduced free period products, but youth organizations are calling for a province-wide policy.

The policy extends beyond schools and includes food banks and shelters. The Canadian government also initiated an effort to make period products free in federal workplaces, but it remains under consideration.

You can join the Global Citizen Live campaign to defend the planet and defeat poverty by taking action here , and become part of a movement powered by citizens around the world who are taking action together with governments, corporations, and philanthropists to make change.

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Scotland In November , Scotland became the first country to provide tampons and sanitary pads to anyone who needs them. New Zealand Prime Minister Jacinda Ardern announced in February that all schools in the country would start providing free tampons and pads in June.

New South Wales and 4. Victoria Australia In , the Australian government announced a plan to provide free pads and tampons in all public schools. Illinois; 6. Washington; 7.

New York; 8. New Hampshire; 9. South Africa Global Citizens started calling on the South African government to address period poverty in August and took more than , actions as part of the campaign. Botswana All school-aged girls in Botswana became eligible to receive free sanitary pads in August

Free hygiene product trial - 75% of menstruators believe that period products should be offered free EVERYWHERE to ALL menstruators, all the time – Citron Hygiene · See “Menstrual products are a basic need for people who menstruate. All barriers to accessing them need to be broken down, and supports at both the United Way's Period Promise campaign increases access to free menstrual products in our community so that everyone who menstruates can go to work A list of countries, cities, provinces, and states worldwide where free period products are available in schools, shelters, and more

In addition, an investment in a dispenser is a clear demonstration that the menstrual product program is there to STAY. There will be a large influx of usage during the first 3 months of offering free product.

After 3 months, people understand that the products are always available and the usage will decrease. customers, conducted in Aunt Flow supports hundreds of businesses in developing and maintaining a menstrual product program.

Aunt Flow is a certified, woman-owned business based in Columbus, Ohio. View all posts. At 18 years old, I dedicated my life to developing a solution to ensure businesses and schools could sustainably provide quality period products, for free, in bathrooms.

Our products are made with organic cotton and we are constantly working to reduce our environmental impact! Since , we've donated over 5 MILLION period products to menstruators in need. I call this people helping people. Display Box. Continuous Liner Refills. Bathroom Signage. Arenas, Entertainment Venues, and Athletic Facilities.

Request Aunt Flow at Your Workplace. Impact Report. How To Guides. How to Convince Your Company to Offer Free Feminine Hygiene Products in Their Bathrooms.

March 12, Claire Coder. Related Articles. Free Pads and Tampons Coming to Cleveland City Hall and Rec Centers. The Policy Project and Aunt Flow® Hold Period Party® to Pack Up to 3, Period Kits for Youth in Need.

How to Get Period Blood Stains Out of a Mattress. Learn More About Aunt Flow. Our Story. In May , the Labour Program published a NOI in the Canada Gazette , Part I, outlining a consideration to amend the OHS Regulations to require employers to provide menstrual products in the workplace for use by menstruating employees.

The NOI provided stakeholders and members of the public the opportunity to provide input on the proposed consideration. The majority of individuals who responded to the NOI support the consideration of the initiative. In December , the Labour Program published a What We Heard report, which summarized the feedback received following the publication of the NOI in the Canada Gazette , Part I.

Stakeholders and members of the public shared opinions on what type of menstrual products should be provided and where the products should be located in the workplace. In addition, respondents commented on the importance of creating safe and equitable access to menstrual products, as well as the need to consider potential financial implications of providing menstrual products in the workplace.

Their initiatives aim to increase access to menstrual products in workplace, community or government settings. During the round table, experts shared how other jurisdictions are implementing existing initiatives in terms of accessibility of products and distribution.

Twelve experts attended the round table from the following groups:. Based on the feedback received from the expert round table, the Labour Program published a Summary of Findings and an online survey for public comment regarding the proposal to require federally regulated employers to provide menstrual products in the workplace.

The survey opened on August 3, , and closed on September 7, The questions pertained to the potential provision of menstrual products in federally regulated workplaces, including in-office, non-traditional, mobile, and remote workplaces. In total, the Labour Program received responses from federally regulated employers, employees, unions, and members of the public expressing a broad spectrum of opinions.

Across a wide range of questions, respondents shared preferences and potential concerns about how employers should provide menstrual products in federally regulated workplaces.

A majority of respondents stated that employees in remote and mobile workplaces should be provided with menstrual products, although potential logistical concerns were cited as an issue. Additionally, the method of distributing menstrual products most popular among respondents was dispensers inside the toilet room or toilet compartment stall.

Overall, of those who did not support the initiative, cost was cited as a main concern. Respondents stated that it was important to consult existing employees on this initiative.

Finally, it was suggested that educational material be provided to employers and employees about the initiative. On April 4, , the Labour Program held a consultation session with a broad range of stakeholders from the Occupational Health and Safety Advisory Committee OHSAC representing federally regulated employers and employees.

Indigenous organizations also attended. Prior to the session, a consultation paper with discussion questions was provided to stakeholders and Indigenous organizations. In total, 28 representatives from the following organizations took part, in addition to departmental representatives from Transport Canada, Natural Resources Canada, Canada Energy Regulator, Indigenous Services Canada, and Women and Gender Equality Canada who participated as observers:.

In addition, stakeholders and Indigenous organizations had the opportunity to provide written feedback, with one employee representative choosing to provide a submission.

Overall, they agreed that menstrual products should be provided in all workplaces controlled by the employer and to all employees, regardless of gender.

The feedback can be summarized by five themes:. Although federally regulated workplaces include a wide range of toilet room arrangements, participants indicated that in most cases, providing menstrual products inside toilet compartments stalls was the best option.

Toilet compartments stalls are seen as offering more privacy than other alternatives, such as toilet room counters or a break room, as this allows employees to take a menstrual product without their co-workers or employer knowing in the moment.

This privacy concern was cited as especially important for employees who do not want to identify themselves as someone who menstruates due to negative stigma. While toilet compartments stalls were considered the best option for providing menstrual products in many workplaces, the question of which toilet rooms and compartments stalls to provide them in was discussed.

In toilet rooms with multiple compartments stalls , it was suggested by some that not every compartment stall be required to have menstrual products. While both employee and employer representatives agreed that menstrual products should be provided in toilet rooms when feasible, employers asked for flexibility in how they should be dispensed.

Due to the wide range of federally regulated workplaces, employers suggested that overly prescriptive regulations could have unintended consequences on the implementation or become prohibitively expensive to implement in some workplaces. Non-traditional workplaces footnote 12 were all cited as having complex and specific needs that would make it difficult to find one-size-fits-all rules to be created.

Some recommended simply prescribing that menstrual products must be provided to all employees while respecting their privacy to ensure regulations can be implemented in all types of workplaces. Stakeholders indicated that some requirements within the current OHS Regulations should be changed along with the proposed Regulations.

Since menstrual products are to be provided to all employees, a covered container for the disposal of menstrual products should be in all toilet compartments regardless of the gender identification. Despite their support, some employers expressed concerns over potential implementation timelines.

They cited the need for structural changes to existing washrooms, which would take time and resources, especially given the impacts of the COVID pandemic. To mitigate this concern, they noted that temporary measures could be implemented quickly while permanent solutions were being worked on; however, this may not be necessary due to the period of time provided to employers following registration of the Regulations.

In terms of the coming-into-force date of the Regulations, one stakeholder indicated that one year seemed reasonable. Some stakeholders suggested that educational material be provided to employers and employees in order to set expectations around the use of products and ensure gender equity and inclusivity.

During the consultation session, federally regulated employers were asked if they had a sense of the cost of providing menstrual products and disposal containers for menstruating employees. The federally regulated employers in attendance could not provide an estimate of costs at this time.

However, one employee representative indicated that the cost due to lost time related to an unforeseen menstruation incident should be considered since it is lost hours for the employee, assuming they are unpaid while away from work.

The same employee representative felt that providing menstrual products in the workplace would be very affordable for the employer in the federal sector and that menstrual products should be recognized as an essential good, similar to toilet paper that is provided by employers.

The Labour Program heard many different perspectives from the stakeholders who attended the consultation session that informed the Regulations to provide menstrual products while preserving occupational health and safety in federally regulated workplaces.

Finally, stakeholders indicated that the initiative has benefited from the passage of time since the first consultation in , and a strong consensus now exists among stakeholders.

The Regulations should, however, be practical and provide some degree of flexibility. The Regulations were prepublished in the Canada Gazette , Part I, on October 15, As part of the federal regulatory process, Canadians were invited to submit their comments through the Online Regulatory Consultation System ORCS.

The day comment period ended on November 13, During the comment period, the Labour Program received 46 comments and email submissions in total 41 ORCS, 5 emails on the initiative. One federally regulated employer submitted comments.

However comments were received from associations representing groups of employers. Several common themes included the impact of the initiative, implementation and location, cost, coming-into-force date, and enforcement. Out of 46 total comments received, 4 comments required redactions, as they were deemed to contain profanity, bigotry, external links, or footnotes.

Any comments that contained redactions were posted with the following notice: A part of this comment was redacted as it did not comply with the Government of Canada standards set out in the Privacy Notice and Terms of Use.

The Labour Program published all comments provided through ORCS and feedback received by email onto the Canada Gazette for public access. Respondents who provided positive comments stated that, from their perspective, this initiative will have a beneficial impact on stress and anxiety about accessing menstrual products in the workplace, that it is essential for addressing equity, and that some employees feel the benefits outweigh the costs for both employees and employers.

Negative comments stated that adults should be able to manage menstruation themselves without support of government regulations, that the Labour Program is overstating the psychological impacts addressed by the proposal, and that discrimination based on menstruation does not exist.

One Canadian charitable organization commented that the Labour Program should conduct more consultation with First Nations that have federally regulated workplaces on reserve. Shortly before prepublication in the Canada Gazette , Part I, modern treaty holders, other Indigenous governments, and Indigenous organizations were emailed an engagement paper and invited to inform the Regulations.

The Labour Program has reviewed this feedback, but has not made amendments to the Regulations as respondents were sharing personal views on the initiative. Two employer representatives and one stakeholder have shared that many federally regulated businesses lease the buildings that they use and therefore do not have direct control over the toilet rooms.

They shared concerns about building restrictions preventing employers from making changes to existing toilet rooms to meet the requirements for disposal containers and potentially installing dispensers for menstrual products.

Many spaces also have toilets rooms used by multiple building tenants, are not under direct control of the employer, and are not just for the use of their employees. Additionally, privacy was noted as a concern, particularly for non-traditional workplaces. Unions and individual respondents stated that if employers are choosing to provide products in an alternate location, it must be because it is not feasible to not provide them in a toilet room, and not simply because of the cost of providing in every toilet room.

One employer representative suggested that employers could install a machine that dispenses products at an interval i. every minute so employees cannot potentially take more products than necessary for one use.

The Labour Program has considered this feedback but has not adjusted the Regulations, as employers are not required to make physical changes to the toilet rooms and can dispense menstrual products in a way that works for them. Given the range of workplaces falling under federal jurisdiction such as building types [owned or leased], non-traditional, mobile or remote workplaces , the Regulations provide employers with the flexibility to provide the menstrual products in toilet rooms or in another location in the same workplaces controlled by them e.

office supply cabinets when it is not feasible to provide the products in each toilet room, as long as the other location is accessible by employees at all times and offers a reasonable amount of privacy. In addition, a machine that is equipped with a timer and dispenses products could be very costly to employers and the Regulations are designed to provide flexibility.

One union commented that the AOHSR should specifically state that menstrual products must be provided on airplanes. The Labour Program has not amended the AOHSR, as airplanes are already covered by the Regulations because they are a workplace controlled by the employer.

Respondents who call for reusable products stated that they believe that they are more cost-effective for the employer over time. In addition, they shared that some reusable products, which can be used longer up to 12 hours, compared to three or four hours for disposable products , can decrease anxiety for people working in non-traditional work sites and who might have limited access to bathrooms.

Two unions and a Canadian charitable organization urged the Labour Program to require employers to consult with employees and their unions about the types and brand of products they need. These respondents stated they believe that this will ensure that no new risks are introduced and will increase safety and promote psychological wellness for employees.

The intent of the Regulations is to provide federally regulated employees with access to clean and hygienic tampons and menstrual pads in workplaces when needed, but with the flexibility for employers to choose products in a way that works for them. As with the other current sanitation requirements, employers will be responsible for determining what brands and products to provide while making sure they meet the minimum requirements i.

provision of pads and tampons set in the Regulations. Several comments on the cost-benefit analysis were provided during the consultation period. Comments were received from unions, individuals, and one employer representative.

Feedback was divided on the topic of cost. One individual and one union indicated they felt the benefits of the initiative far outweighed the monetary cost. Several individuals and one employer representative have expressed disagreement and concerns with some assumptions and results presented in the cost-benefit analysis.

In general, these stakeholders view the qualitative benefits as being negligible because they argue that the linkages between the Regulations and these benefits are weak. Several individuals stated that very few people get caught by surprise with no menstrual products in hand when needed.

One individual and one employer representative commented that the Regulations are not equitable because they provide products to only to a small percentage of the Canadian workforce. One employer representative said that the Regulations may deteriorate working conditions for employees in businesses where compliance poses a challenge and believes that the issue of access to menstrual products is societal in nature and, therefore, requires measures implemented and funded by the government as opposed to businesses.

After review, it was determined that the cost-benefit analysis published in the Canada Gazette , Part I, properly reflects research findings on the subject and comments received in prepublication.

Additional text was added to the qualitative benefit sections to acknowledge the view expressed by some stakeholders that the benefits are likely significant. Three employer representative groups and a stakeholder requested a longer coming-into-force period. In response to this feedback, the Regulations were amended.

Rather than a six-month coming-into-force period, the Labour Program has decided on a fixed coming-into-force date of December 15, , as respondents indicated that they would like to have additional time to become in compliance with the new obligations.

Several commenters called for strong enforcement of the proposed Regulations, especially by using AMPs for non-compliance. No respondents commented on the proposed AMP designations that were included in the prepublished Regulations.

As a result, the provisions related to AMPs remain unchanged. The Labour Program conducted the assessment of modern treaty implications and found that the amendments would not disproportionately impact modern treaty holders.

Depending on specific activities within modern treaty areas, the amendments may be applicable to federally regulated workplaces within their territory, as the Code continues to apply.

The Labour Program received comments on this initiative from one Indigenous organization. While much of their feedback was out of scope for this initiative, they did suggest that reusable or eco-friendly products should be provided.

The discussion paper was supported and facilitated through dialogue with key Indigenous partners. The paper and discussion questions were developed in a way that was culturally sensitive and respectful given the spiritual significance of the menstrual cycle for many First Nations, Inuit, and Métis communities.

The options considered were maintaining the status quo or amending existing provisions in the OHS Regulations.

Other options, such as a non-regulatory approach including policy guidelines, would not properly address the physical and psychological health risks menstruating employees face as a result of inadequate access to menstrual products in the workplace.

Regulatory amendments set out clear requirements for employers to comply with and for Labour Program health and safety inspectors to follow to ensure this compliance. Therefore, a non-regulatory approach would not allow for menstrual products to be controlled across industries.

Employers could provide menstrual products for free or at a certain cost in the workplace on a voluntary basis, but they would not be legally required to do so. The Labour Program is not currently aware of any federally regulated employers that voluntarily provide menstrual products in their workplace despite ongoing public support to do so.

Prior to this initiative, there were no requirements in place that require employers to provide menstrual products in federally regulated workplaces. Amending the existing provisions in the OHS Regulations is the best option to ensure enforcement and protection of the health and safety of menstruating employees.

In addition, regulations are necessary to ensure equivalent standards across federally regulated workplaces, which is the intent of this initiative, as the non-regulatory approach would not ensure the same workplace standards.

None of these factors could be addressed via the status quo; therefore, a regulatory option was selected. As indicated, two changes to the Regulations were made as a result of feedback received during prepublication.

The first change introducing flexibility in the MOHSR to allow stakeholders to choose from a broader range of types of lining for the container and the ability to choose environmentally friendly options did not impact the cost-benefit analysis because the analysis already contains assumptions reflecting the flexibility provided by the change.

The second change, amending the coming-into-force date, did result in an adjustment to the present value base year used to discount the monetized benefits and costs from to This change leads to higher monetized benefits and costs compared to the cost-benefit analysis published in the Canada Gazette , Part I.

These costs will comprise incremental operating expenses for the purchase of menstrual products and incremental capital expenses for the purchase of menstrual product dispensers and covered containers. Although the Regulations will not require employers to purchase and install menstrual product dispensers, it is expected that large business employers will choose to install these dispensers in order to maintain the products in a sanitary condition.

Employers will also assume labour costs to pay their maintenance staff to install the dispensers and covered containers, and they will pay their custodial staff to replenish the stock of menstrual products as employees use them.

Monetized benefits will arise due to the reduced expenditure on menstrual products for menstruating employees. The Regulations will also result in qualitative benefits, including a reduction in anxiety and a reduction in absenteeism.

Impacts on the federal public service FPS and the federally regulated private sector FRPS were evaluated by comparing the direct costs and benefits in the baseline scenario against those in the regulatory scenario.

footnote 13 The baseline scenario depicts what is likely to happen in the future if the Regulations are not made by the Government of Canada, whereas the regulatory scenario provides information on the intended outcomes of the Regulations.

No employers in the federal jurisdiction are providing or are expected to provide menstrual products to their employees in the absence of the Regulations. While there may be case-by-case exceptions to this assumption, the Labour Program was unable to find reliable information on this matter at the time of the analysis.

To the extent that some federal jurisdiction employers may currently provide menstrual products to their employees, the impacts below will be somewhat of an overestimate. In the baseline scenario, employees who lack menstrual products while they are menstruating have to find alternatives, which may include asking co-workers, buying the products in nearby shops or using improvised products such as toilet paper.

Federal jurisdiction employers will be required to provide menstrual products to their employees in the regulatory scenario.

Small business employers are expected to provide the products directly out of the box, rather than purchasing dispensers. Since tampons and menstrual pads will be available directly in the workplace under the control of their employers in the toilet rooms or in another location in the same workplace , employees will be able to access menstrual products whenever they need them.

By accessing menstrual products in the workplace, employees will be able to avoid undue stress and anxiety that arise when they lack menstrual products during their menstruation, and they will no longer need to leave work to obtain these products.

Employers will bear additional operating costs to supply tampons and menstrual pads in their toilet rooms, or if not feasible, in another location in the same workplace also controlled by the employer that is accessible by employees at all times and offers a reasonable amount of privacy.

One of the greatest uncertainties in the analysis of this item is the uptake rate among employees, since the proportion of employees who will regularly use employer-provided tampons and menstrual pads is unknown.

Due to brand and quality preferences, among other reasons, it is possible that some employees will continue to use their own menstrual products in the regulatory scenario. In other words, the cost estimates involve the assumption that all menstruating employees will use the employer-provided tampons and menstrual pads.

One menstrual product dispenser is assumed to be purchased for each toilet room, regardless of gender, across all work sites under the control of large business employers in the federal jurisdiction. The menstrual product dispensers and covered containers described above will need to be installed.

This installation will entail marking drill holes with a pencil, drilling pilot holes, inserting plastic anchors, and then fixing the objects to a wall with screws, which is expected to take approximately 10 minutes in total per unit.

There will be additional costs to Government associated with compliance monitoring and enforcement; however, these activities will be carried out using existing Labour Program resources. Based on internal consultations, these costs are expected to be negligible and were therefore not explicitly modelled.

Stakeholders who fail to comply with the Regulations may face additional penalties due to the consequential amendments to the AMPs Regulations. This potential impact will be out of scope of the cost-benefit analysis. For example, in a U.

women aged 15—54 revealed that they have started their period unexpectedly without the supplies they needed. For the purpose of this cost-benefit analysis, data on the annual frequency of lacking products during menstruation in the workplace would be useful information to have, whereas the studies cited above do not reveal how often respondents have experienced a lack of menstrual products.

Nevertheless, despite the lack of information on annual frequency, these studies both show that lacking menstrual products when they are needed is somewhat common and, therefore, the provision of menstrual products in the workplace will enable employees to avoid this unpleasant experience.