We’ll spare you from a cheeky one-liner about periods…

Roughly 1.8 million people worldwide menstruate each month, and 10% experience period pain that prevents them from performing daily activities for one to three days. Many companies have expanded their leave policies in recent years to include time off for menstruation, HR Brew previously reported in 2022, and some countries have passed legislation to ensure menstruation leave access.

Yet most companies (63%) don’t offer employees free period products, according to a recent report from Reproductive and Maternal Health Compass (RMH Compass). And only one-fifth of menstruating people feel comfortable talking about these health needs with their manager.

Many leaders don’t menstruate, Claire Coder, founder and CEO of period product supplier Aunt Flow, told HR Brew. So, she said, it may not occur to them to offer period products in bathrooms. HR can educate them about why period products are “a necessity versus an amenity.”

For more on how HR can support menstruating employees, keep reading here.—MC

Employers in Canada may want to review their disability accommodations policies, or see if they have any, according to a new white paper from the Canadian Council on Rehabilitation and Work (CCRW).

Where in the world? The report is part of CCRW’s Disability Confident Employers campaign, which aims to have 50 employers in Canada pledge to improve workplace accessibility and create better experiences for job applicants and employees.

Roughly half (49%) of business leaders surveyed by CCRW said that disability adjustments are not “actively promoted or consistently provided” to those with disabilities. Since 1977, the Canadian Human Rights Act has mandated that employers provide workers with accommodations, as long as they don’t cause “undue hardship” to the company.

Satellite view. In the US, 60% of disabled workers have requested accommodations at work; 26.8% of those requests have been denied, according to a report from Disability Solutions.

For more workplace accessibility around the world, keep reading here.—KP

Meta’s CTO admitted in an internal memo this week that the company did an “atrocious job” rolling out its AI reorg, per a new Wired report—leading morale to tank. And the planned fixes essentially amount to more social events and better snacks. Meta is the year’s starkest example of a firm trying to transform into a leaner, AI-first workforce, and it’s showing us the biggest hurdle: keeping its remaining employees from revolting.

While conceding that it botched its explanation of the AI shift, the company has largely stood by the shakeup itself. To recap: In April, the firm announced it would lay off 8,000 people, and then soon after said it would reassign 7,000 more. That reshuffle fed a new division called Applied AI, where staff weren’t recruited so much as conscripted. And the work itself—generating coding puzzles and training data to sharpen Meta’s models—is reportedly so mind-numbing that one worker called Applied AI “literally the gulag.”

The morale-boosting fixes the company has proposed so far: capping managers at about 20 direct reports (down from 50), better “microkitchens” in the office, beefed-up event and travel budgets, and letting Applied AI engineers apply for other Meta roles. (The employee keystroke-and-click tracking, though, is mostly still on.)—WK

For more on the state of morale at Meta, keep reading on Tech Brew.—WK