Employers and female employees had conflicting reactions to the article supporting menstruation leave a few weeks ago. 

Menstruation leave may seem ideal on paper, but it is challenging to administer and monitor. This kind of leave is complicated, involves many facets, and is greeted with societal opposition and unconscious bias. 

Therefore, to prevent abuse, the employer must be emotionally intelligent and transparent, and the employee must be honest and accountable. 

Human Resources (HR) departments need to establish clear protocols for employees to request and report their menstrual leave, while maintaining precise records of their absences. However, the administration of menstrual leave by smaller companies could strain their existing HR resources. That is why it is important for companies considering this type of leave to extensively benchmark, instead of resisting the leave in the fear that it would strain resources and impact productivity. 

Companies like ‘Gozoop’ and ‘Culture Machine’ allow employees to work from home during menstruation, providing flexibility without requiring time off. Coexist, a United Kingdom-based company, offers “well-being rooms,” where employees can focus on their health and wellness during work hours, benefiting both menstruators and non-menstruators. 

Unilever, a global group company, recognises menstrual leave as part of its sick leave policy and gives women 12 days of paid menstrual leave annually. Unilever also provides sanitary towels to women in their organisation. 

Modibodi, an Australian period underwear company, introduced paid menstrual leave as part of its women-focused policies, which include paid menopause and miscarriage leave in 2021. Modibodi employees can access 10 days of menstrual leave a year if the symptoms of these conditions interfere with their ability to work. 

Italy proposed a bill to parliament that would ensure companies grant three paid days of menstrual leave per month to female employees who experience painful periods. However, employees are required to provide a medical certificate from a doctor to access this leave. 

Since medical certificates or sick notes leave room for abuse, organisations thinking about implementing this leave can hire ethically-screened doctors to validate sick leave requests, and confirm the actual medical issues that employees are reporting. 

Zomato, an Indian food delivery company, introduced a menstrual leave policy in 2020, allowing female employees to take up to 10 days of paid menstrual leave per year. 

Nike, as part of its global code of conduct, has been offering menstrual leave to its employees since 2007, recognising the need for rest during menstruation. 

Overall, menstrual leave policies have the potential to positively impact employee well-being by promoting inclusivity and gender equality. By integrating menstrual leave into broader leave policies, organisations can eliminate potential discrimination and stigmatisation, treating all employees equitably, irrespective of gender or biological differences. 

Howe v e r, c a r e f u l consideration and thoughtful implementation are crucial to addressing the challenges that menstrual leave can present. Perceptions suggesting that women are less capable of being productive during their menstrual cycles lead to biases in hiring, promotions or work assignments, potentially impacting women’s career growth and opportunities. 

This is why educating employees and employers about the purpose and benefits of menstrual leave can reduce negative perceptions, and encourage understanding among colleagues, promoting a culture of support, inclusivity, compassion and open communication. 

This awareness also helps to challenge longstanding taboos and misconceptions, ultimately fostering a more supportive and harmonious, equitable workplace. 

Lastly, regularly monitoring and evaluating the impact of menstrual leave policies on hiring practices and career progression is important to ensure organisations are aligned with global trends and sustainable development agendas. 

*Morna Ikosa is a columnist with an affinity for sustainable development issues. The opinions expressed in this article do not reflect those of her employer.