Flowing Forward: The Importance of Paid Menstrual Leave

Written by Samairaa Atri, Founder of Project Period

Paid menstrual leave, a workplace policy, refers to the ability of employees to take paid time off during menstruation to address the physical and emotional challenges related to their cycles. The lack of enforcement surrounding precise policies to provide paid menstrual leave forces menstruating individuals to use unpaid or normal sick leave throughout their menstrual cycles, adding to the larger problem of workplace gender disparity. While some countries have begun to address this growing issue, others have yet to follow [1,2]:

• In India, paid period leave is quite uncommon; the only two states where menstruators have access to such policies are Bihar and Kerala. 

• Spain became the first European country to grant menstrual leave to workers.

• Indonesia introduced a policy in 1948, amended in 2003, saying that workers experiencing menstrual pain are not obliged to work on the first two days of their cycle. 

• South Korea takes a slightly different route, allowing for monthly physiologic leave under Article 73 of their labor law, allowing all female workers to get a day off every month. 

• Among the African nations, Zambia introduced one day of leave a month without needing a reason or a medical certificate, calling it Mother’s Day.

Menstruators suffer increased pain and discomfort during their periods, which can make it difficult for them to deliver their best work performance. Recognition of the unique challenges posed during this time period is crucial to fostering an inviting and supportive work environment. Each individual’s menstrual experience is unique; some may only need medication or rest to be able to return to work, while others may have symptoms so severe that they need to be hospitalized. Those who suffer from debilitating menstrual pain should have the option to take time off work without facing judgment or pay cuts. According to Smriti Irani, Minister of Women and Child Development of India, menstruation is not a handicap and it should not warrant a specific policy for paid leave. However, even if menstruation is not classified as a handicap, it is worth considering the question of whether individuals should be granted leave to manage their health without having to resort to using sick leave, especially when they are not ill.

Menstruation, a topic highly stigmatized in society, leads to prejudice, shame and restricted access to resources and knowledge. 75% of menstruators in the workplace feel it is necessary to hide sanitary products at work, while over a third have experienced period shaming [3]. An open and supportive work environment where these difficulties are acknowledged and destigmatized can lessen fears of undergoing symptoms at work, decreasing the number of menstruating employees who report feeling neglected at work and unable to be honest about the reason they need time off. Promoting gender inclusion and helping menstruating employees feel supported and valued at work requires an understanding of the impact menstruation can have on mental and physical well-being.

References

1. RK, N. (2024, April 3). Menstrual leave in India – latest trends & perspectives. BCP Associates LLP. https://bcpassociates.com/menstrual-leave-in-india-latest-trends-perspectives/#:~:text=Menstrual%20leave%20policies%20have%20not,paid%20menstrual%20leave%20each%20month. 

2. Demand for paid Menstrual leave and Gender Equality. InsightsIAS. (2024). https://www.insightsonindia.com/2024/02/19/demand-for-paid-menstrual-leave-and-gender-equality/ 

3. Menstruation in the workplace. BCLP. (2023). https://www.bclplaw.com/en-US/events-insights-news/menstruation-in-the-workplace.html