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Access to period products in the workplace is a wellbeing issue that can no longer be overlooked. Across the UK, awareness is growing, legislation is evolving, and employers are beginning to understand the role they play in supporting dignity, health and inclusion at work.

Jim O’Hara, period product expert at Banner, shares practical insight from years of experience working with organisations across the UK, explaining how workplaces can understand their responsibilities, support employee wellbeing, and introduce period product schemes that genuinely make a difference.

What Are the Different Period Product Laws and Legislation Across the UK?

Period product legislation looks very different depending on where your organisation is based, which can make it confusing for employers trying to do the right thing.

Scotland: Scotland leads the way with the Period Products Act Scotland, which legally requires free access to period products in public buildings and higher education institutions. This legislation recognises access to period products as a matter of dignity and wellbeing, not convenience. Many Scottish employers have used this as a catalyst to rethink how they support employees more holistically.

Wales: Wales operates under the Period Proud Wales initiative. While this is not formal legislation in the same way as Scotland, it is a strong national policy commitment that encourages organisations, particularly in education and the public sector, to provide free access to period products. The emphasis here is on tackling stigma, improving wellbeing, and supporting equality.

Northern Ireland: Northern Ireland has provision requirements focused on public sector settings, with free period products often made available through libraries and other public buildings. While narrower in scope, it still reflects growing recognition of period access as a public health and wellbeing issue.

England: England currently has no overarching period products act, but there are ongoing campaigns calling for one, while many employers are voluntarily introducing workplace period product schemes. These are often driven by wellbeing strategies, DEI commitments, and employee feedback rather than legislation alone.

In my experience, most workplaces want to do the right thing but are unsure how these differences apply to them. My role is to help employers understand where they sit, remove uncertainty, and move forward with confidence. Below are some pointers to get started.

How to Implement a Workplace Period Product Scheme

Engaging with Employees and Understanding Their Needs

Before choosing products or installing dispensers, the most important step is listening. Period product provision should begin with understanding employee needs, not assumptions.

I always encourage workplaces to speak openly with their people. This might include anonymous surveys, wellbeing forums, or conversations led by HR and inclusion teams. Provision schemes are far more likely to offer genuine value when employees feel heard, respected, and supported.

Access to period products is about dignity at work. No one should feel anxious, embarrassed, or distracted because they are worried about managing their period during the working day. When employers take this seriously, it builds trust, signals care, and contributes to a healthier workplace culture.

Only once this foundation of wellbeing and understanding is in place does it make sense to look at how a period product scheme is delivered.

Balancing Human Impact and Sustainability

All workplace period product schemes should integrate a focus on employee health, comfort, and long-term wellbeing with an appreciation for sustainability and the environment.

Every year, around 49 billion single-use period products are used across Europe, generating vast amounts of waste. In the UK alone, disposable menstrual products account for an estimated 26,903 tonnes of waste annually. Beyond the environmental cost, many of these products contain plastics and chemicals that people are increasingly concerned about using on their bodies.

At Banner, I help organisations explore alternatives that respect both the planet and the person. Organic products, reusable pads, period pants and menstrual cups can reduce waste significantly while offering users greater comfort and choice. For many people, having access to these options is empowering and improves their overall experience at work.

For example, we worked with the University of Dundee to introduce free period products across campus, alongside clear, supportive education that focused on choice, comfort, and dignity. By making a range of reusable and single-use options available and explaining how they could be used, the university saw strong uptake and positive feedback from both staff and students, many of whom said they felt better supported and more confident in managing their period at work and while studying.

Designing Practical, Accessible Period Product Solutions

The most successful workplace schemes combine access, education and choice. When people understand what products are available and why they might suit them, confidence grows.

Simple tools like clearly signposted dispensers and QR codes can offer guidance on product use, comfort and sustainability, without being intrusive. This approach respects autonomy while quietly supporting wellbeing.

We also help organisations review how schemes are working over time. This is not about monitoring individuals, but about ensuring the scheme continues to meet employee needs and reflects organisational values. A well-designed period product scheme should feel supportive, inclusive and easy to access, not clinical or transactional.

Measuring Impact Through Wellbeing and Real Outcomes

While it is true that one menstrual cup can replace thousands of tampons over its lifespan and reduce carbon emissions by up to 99%, the real impact is often seen in people’s experiences.

In workplaces supported by period product schemes, employees regularly report feeling less stressed, more valued, and more comfortable knowing products are available when they need them. For example, when we partnered with South Central Ambulance Service NHS Foundation Trust (SCAS) to deliver free-vend dispensers stocked with period products across multiple sites, staff wellbeing was placed at the heart of the scheme. By eliminating financial barriers to access and providing discreet information on sustainable options, the initiative supported more than 93 per cent of staff with free products and helped normalise conversations about menstrual health and dignity at work.

Due to this social impact, period product provision is so much more than an operational task to tick off a list. It is a wellbeing intervention that supports health and demonstrates genuine care for people.

Supporting Access to Period Products in Organisations Across the UK

Scotland’s approach shows how strong policy can drive meaningful cultural change, but organisations across the UK do not need to wait for legislation to act. Employers in England, Wales and Northern Ireland are already leading the way by embedding period access into their wellbeing strategies.

At Banner, I work alongside workplaces to translate good intentions into practical action. Whether that is understanding your responsibilities under a Period Products Act, choosing the right mix of products, or creating a scheme that reflects your people and values, we provide guidance every step of the way.

Take the Next Step: Introducing a Period Product Scheme in Your Workplace

If your workplace is considering a period product scheme, I can help you take a thoughtful, wellbeing-led approach that supports your people and aligns with your values.

Banner brings together expertise, trusted products and real-world experience to help organisations deliver period product schemes that are inclusive, sustainable and genuinely supportive.

Get in touch with Banner to take the first step towards a workplace where everyone feels supported, respected and able to thrive.