Dr Tamanna Mobeen Azmi presents an appraisal of menstrual leave, counts its benefits and drawbacks and suggests that themenstrual leavepolicies should aim to improve working conditions and make healthcare more accessible.
Menstruation is a natural biological process that is experienced by a large number of menstruating individuals. Many factors, such as cultural beliefs, access to resources and support, and personal experiences with menstrual symptoms, can influence the impact of menstruation on an individual’s life.
In some cultures, menstruation is viewed as a powerful and positive experience, symbolising fertility and strength. In other cultures, menstruation is stigmatised and considered unclean or embarrassing. In the same way, the physical experience of menstruation can be both beneficial and detrimental. Some people may experience uncomfortable or even painful menstrual cramps, bloating, and fatigue. Alternatively, some individuals may experience a sense of relief or release during their menstrual cycle.
Each individual’s menstrual experience is unique, and it is essential to respect their feelings and experiences surrounding this process. It is also essential that menstruating individuals have access to the resources and support they require to manage their menstrual symptoms and maintain their overall health and well-being.
Menstrual leave refers to a policy that permits employees to take time off work during their menstrual cycle in order to manage menstruation-related symptoms or discomfort. This policy is sometimes implemented in nations or organisations that recognise the impact menstruation can have on a person’s ability to work or function normally. The purpose of menstrual leave is to provide employees with a stigma- and discrimination-free work environment in which they can manage their menstrual symptoms without fear. This can improve employee productivity and well-being and promote gender equality in the workplace.
The Kerala government recently announced that it will grant menstrual leave to female students at state universities under the Department of Higher Education. R Bindu, the higher education minister, extended the policy to state universities after the Cochin Institute of Sciences and Technology (CUSAT) implemented it.
NO NEW EFFORT
The effort to introduce such policies in India is not new. From as early as 1992, the Government of Biharwas offering two days of menstrual leave a month. In 2017, Arunachal Pradesh MP NinongEring introduced the Menstrual Benefits Bill 2017 in Parliament to provide two days of menstrual leave every month to both public and private employees during menstruation. Among the private companies, two Mumbai-based companies, Gozoop and Culture Machine, became the first private companies in 2017 to introduce the first day of period (FOP) leave in India. In 2020, Zomato introduced menstrual leaves for up to ten days a year for its women and transgender employees. Since then, other private companies like Swiggy and Byju’s have also introduced similar policies.
Across the globe, menstrual leave policies exist in countries like Japan, Taiwan, South Korea, China, Indonesia, Zambia and Mexico. Japan was the first country to implement this policy in 1947. As a nation, Japan was very concerned with the huge population loss during World War II. Hence, the government became protective of women in their “reproductive ages” who could produce children and re-populate the nation. In Southeast Asian countries, the origin of menstrual leaves is rooted in the women’s rights and labour rights movements.
The concept of menstrual leave continues to be a subject of debate and discussion, with differing opinions and perspectives regarding its potential benefits and drawbacks.
BENEFITS
Some potential benefits of menstrual leave include:
Improved employee well-being: Menstrual symptoms can be uncomfortable and disruptive to daily activities, and having the option to take time off work to manage these symptoms can help to improve employee well-being and reduce stress.
Increased productivity: By allowing employees to take time off work when they are experiencing menstrual symptoms, organisations can help to prevent or reduce absenteeism, as well as improve productivity and performance by ensuring that employees are able to work at their best.
Promoting gender equality: By recognising the impact of menstruation on women’s health and well-being, and providing them with the necessary support and accommodations, organisations can help to promote gender equality in the workplace and reduce the stigma and discrimination associated with menstruation.
Positive impact on workplace culture: Implementing a menstrual leave policy can help to create a more supportive and inclusive workplace culture, where employees feel valued and respected, and are able to manage their health and well-being without fear of stigma or discrimination.
Overall, menstrual leave can be a way to support women’s health and well-being in the workplace, and to promote gender equality and inclusivity. However, it is important to carefully consider the potential impact of such policies, and to ensure that they are implemented in a way that is fair and equitable for all employees.
DRAWBACKS
While menstrual leave policies have the potential to provide many benefits, there are also several drawbacks and challenges to consider, including:
Reinforcing gender stereotypes: Menstrual leave policies may perpetuate the notion that women are weaker or less capable than men, and reinforce gender stereotypes that associate women with menstruation and other reproductive health issues.
Potential discrimination: Offering menstrual leave to female employees could lead to discrimination against women in the workplace, with employers preferring to hire men or non-menstruating women who are perceived as being more productive and reliable. The absence of women from the labour force is frequently attributed to their domestic and childrearing responsibilities. Previously, the passage of the Maternity Benefit Act (1961 and 2017) exemplified how such a policy could also contribute to the propagation of myths: Employing women is difficult because they are less dependable and more expensive than men. It has been demonstrated that these harmful beliefs have an effect on the participation and employment of women in the formal workforce.
Legal challenges: In some countries, menstrual leave policies may be in conflict with anti-discrimination laws or may be difficult to implement due to legal or administrative challenges.
Negative impact on career advancement: Women who take menstrual leave may be perceived as less committed or less able to handle the demands of their job, which could have a negative impact on their career advancement or job opportunities.
Cost implications: Providing menstrual leave could result in additional costs for employers, such as hiring temporary staff or paying overtime to cover for absent employees.
Difficulty in monitoring and enforcing: It can be difficult to monitor and enforce menstrual leave policies, as there is no objective measure for menstrual symptoms or their severity.
It is something private: In a culture such as India, where menstruation is stigmatised and still associated with notions of purity and pollution, the use of menstrual leaves may violate certain cultural norms. Disclosure of menstrual status could make women more susceptible to subtle discrimination due to the fact that menstruation is regarded as unclean and is meant to be private.
WHAT TO DO
Despite the fact that a menstrual leave policy can be a relief for some women with menstrual disorders, it is essential to recognise that menstruation is not experienced in the same way by all people who menstruate. Instead of perceiving menstruation as a “disorder,” awareness should be raised about menstrual health and related conditions. The sensation of acute pain and difficulty during this time should not be normalised, and those experiencing difficulties should be encouraged to consult a physician. Instead of framing the problem as one of menstrual health, the policies should aim to improve working conditions and make healthcare more accessible.
Overall, menstrual leave policies should be carefully considered and implemented to ensure that they do not reinforce gender stereotypes or lead to discrimination against women in the workplace. Employers should also consider alternative approaches, such as flexible work arrangements or accommodations for employees experiencing menstrual symptoms, arrangement of proper clean rest rooms, availability of dustbins to ensure that all employees are able to manage their health and well-being effectively.