If you’re a menstruating or previous period, we don’t have to tell you this twice – periods can be difficult. No matter how wonderful the female body is, periods can be anywhere from annoying to incredibly painful. Menstruation becomes even more complicated when you add in the possibility of reproductive health disorders like the one below. endometriosis and uterine fibroids.
It can be difficult to do anything but get into the fetal position while watching TV while on your period. The thought of chores, errands, work, and other responsibilities can be incredibly daunting and not what you need or want to focus on right now. Enter the probability of menstruation leave. What exactly is it and should it be required by employers? Short answer – yes!
What is Menstrual Permit?
Menstrual leave is an option to take time off from work during your period. This may or may not be paid depending on where you live and the employer. The number of days offered will also vary. These are outside of vacation or sick days, which people usually dive into when they mess with it regularly. menstrual pain. Unlike vacation time, menstrual leave should be automatic, without an approval process. People shouldn’t have to push through pain or exhaustion just to get through a workday. Menstrual leave also helps to break taboos and normalize conversations about reproductive health.
Benefits of Menstrual Leave
The benefits are pretty obvious – not having to deal with the pain and discomfort of menstruation. As well as not having to explain yourself or worrying about being told no when you need to rest. There may also be benefits for employers. Treating your employees better means an overall better work environment. We are increasingly seeing that the idea of the 40-hour work week is not only lifestyle-challenging, but also not necessary for many occupations. Giving workers more flexibility for menstruation or other reasons makes them happier and possibly more productive workers overall.
Places Allowing Menstruation
Menstrual leave is not a new concept. A handful of countries have needed it for some time now.
The earliest legislation is in Japan, starting with a 1947 law mandating employers to grant unlimited leave on demand. Although it is not mandatory to pay, approx. 30% Most Japanese employers offer partial or full wages.
In South Korea, employers are required to provide one day of unpaid menstrual leave per month, and can even face heavy fines if employers refuse an employee’s request.
In mid-2022, Spain passed the law for paid menstrual leave.
Indonesia passed a law in 2003 mandating two paid periods per month, although it is not widely practiced and is ignored by many employers.
Taiwan offers three days off per year paid at 50% of their salary in addition to 30 sick days per year.
In 2015, Zambian legislation required employers to allow one day off per month without a doctor’s report or prior notice.
It’s not common in the United States, but more start-ups and other companies are starting to offer it. Other countries where it is popular but not mandatory include Australia, France, and India.
Is Medical Verification Required?
Menstrual leave raises the question of whether you should submit medical verification. In our opinion, no, you definitely shouldn’t. First, you shouldn’t have to justify your pain or discomfort to an employer. This is a privacy violation and is not at their discretion. Many reproductive health disorders go undiagnosed. Or people are experiencing “medically unproven” pain or discomfort. Relying on medical professionals based on an employee’s reported lived experience is indicative of a lack of respect and a potentially toxic workplace.
Even if you don’t have a reproductive health problem, being on your period can tire you out and often requires more rest. When you can give your body this rest and recharge time, you’ll usually be more productive when you get back to work and other obligations.
Potential Issues with Menstrual Leave
In conclusion, yes, of course companies should allow periods. Even better if mandated by government legislation. Although there are some potential issues. The biggest is that even if menstrual leave is required, even if it’s free, many people who need it won’t be able to take advantage of it. No matter how painful or uncomfortable someone is during their period, if they can’t afford to take time off from work, they probably won’t get unpaid period leave. This gets more complicated for people working for small businesses who, even with the best of intentions, can’t afford to give paid menstrual leave.
Even where people have the option of paid or unpaid period leave, many people may not take it due to the cultural work ethic and stigma associated with periods. The varying labor laws and sanctions in different countries mean that menstrual leave is not enforced by governments on employers, even where technically mandatory. There are also potential safety and privacy concerns for menstruating people who dislike cis-women. trans male and non-binary people. Not to mention potential discrimination in the workplace when it comes to opportunities, raises, and promotions based on the amount of time off someone takes. In some places, such as Indonesia, the requirement for paid menstrual leave has resulted in discrimination against women in the hiring process.
Menstrual Permit: Result
There are many moving parts when it comes to menstrual leave, and it largely depends on where you live and where you work. In addition to offering leave, company-wide training is also required to help normalize the idea of menstrual leave and prevent discrimination against those who take it. But at the end of the day, let people rest when they need to rest!