Gender equality in the realization of the human rights to water and sanitation 2016, para. 53
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Employment codes and standards that explicitly require the inclusion of facilities for menstrual hygiene management in the workplace are currently limited or do not exist. Such regulations must be developed, promoted and enforced and must serve to hold businesses and Governments to account. It is important that Governments determine these responsibilities within their administrative structures, so they can be held to account. In addition, private companies and employers have a responsibility to prioritize this issue and take action. Trade unions too have the potential to encourage good practices and support workers' rights in this area.
Legal status
Non-negotiated soft law
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Special Rapporteur on the human rights to safe drinking water and sanitation