Breaking the Taboo: Normalising Discussions About Menstrual Leave in the Workplace in the UK

It’s 2023 and menstrual leave is a topic that has garnered a lot of attention in recent years, however, it still hasn’t broken the taboo. Despite a third of UK women have experienced pain so intense during their period that they’ve had to take time off work as a result, only 8% of companies offer employees protection against this type of discrimination. Whilst attitudes around periods are improving, menstrual leave remains underexposed – but that’s all about to change! Keep reading if you want to know more about why companies should view menstrual health as essential for workers’ wellbeing and why we need better policies surrounding menstrual leave.

Context of Menstrual Leave

Menstrual leave is a policy that allows women to take time off from work during their menstrual cycle. It is a measure aimed at promoting gender equality and supporting women’s health and well-being. Menstrual leave acknowledges that menstruation can be a painful and uncomfortable experience for some women, which can affect their ability to work effectively. By offering menstrual leave, employers can demonstrate their commitment to creating a more inclusive workplace and helping their employees manage their menstrual health.

The use of menstrual leave is currently limited, but it has been adopted by some companies in countries like Japan, Indonesia, Taiwan, and South Korea. Spain has now become the latest addition to the list. The debate on whether menstrual leave should become a legal requirement is ongoing, with some arguing that it will have a negative impact on women’s employment opportunities.

International Examples of Menstrual Leave Policies

Menstrual leave is not a new concept and it has been practised in some countries for decades. Although menstrual leave remains a controversial topic in some countries, many have recognised the benefits of providing menstrual leave for their employees.

In fact, records show that menstrual leave was first introduced in Japan in 1920. The concept was born out of the belief that women should not have to suffer the physical and emotional stress of menstruation while also fulfilling their work duties. Despite its controversial nature and the criticisms it has faced, the history and context of menstrual leave are fascinating and highlight the ongoing battle for gender equality in the workplace.

Today many countries, including Taiwan and Indonesia, have similar policies in place. In Indonesia, female employees are entitled to two days of menstrual leave per month, while in Taiwan, employees can take one to three days of menstrual leave per year. These policies recognise the impact of menstrual-related symptoms on employees’ well-being and productivity and help promote gender equity in the workplace.

Spain has embraced the revolutionary policy, becoming the first European nation to offer female employees with severe menstrual pain three days of paid leave each month. This monumental decision shows their commitment to supporting women in the workplace and honouring periods as an integral part of bodily health.

The Benefits of Menstrual Leave

Implementing menstrual leave policies can have significant benefits for employees and the workplace as a whole. By allowing employees to take time off to manage menstrual-related symptoms, employers can improve their physical and mental health, increase productivity, and promote gender equity in the workplace.

Taking time off for menstrual-related symptoms can lead to improved overall health, reduced stress, and a better work-life balance. Providing menstrual leave can also help reduce absenteeism and presenteeism, where employees are physically present at work but not fully engaged due to menstrual-related symptoms. By providing a supportive work environment, employers can improve employee well-being and reduce the impact of menstrual-related symptoms on productivity.

In addition, menstrual leave can help promote gender equity in the workplace by recognising the unique health needs of menstruating people. Women and gender non-conforming individuals are disproportionately affected by menstrual-related symptoms and face gender-based discrimination in the workplace. By providing menstrual leave, employers can promote gender equity by acknowledging and addressing these issues.

The Drawbacks of Menstrual Leave

Despite the benefits of menstrual leave, some criticisms have been raised about its implementation. One of the main criticisms is the cost and practicality of providing menstrual leave. Critics argue that providing menstrual leave can be costly for employers and that it may be challenging to implement and manage fairly.

Another criticism is that menstrual leave may reinforce gender stereotypes and lead to discrimination against women in the workplace. Critics argue that providing menstrual leave may reinforce the notion that women are biologically weaker or less capable than men and that it may perpetuate gender-based discrimination.

Current State of Menstrual Leave in the UK

Currently, there are no laws in the UK that explicitly allow for menstrual leave. However, employees may be entitled to time off for health reasons related to menstruation. In practice, many employees feel uncomfortable discussing menstrual-related issues with their employers, and there is a lack of awareness and understanding about the impact of menstrual-related health issues on employees’ productivity and well-being.

Studies show that menstrual-related issues can be a significant problem for employees. With up to 20% of menstruating people experiencing severe menstrual-related symptoms that impact their ability to work. Despite this, menstrual leave remains stigmatised, with many employees feeling embarrassed or ashamed to request time off for menstrual-related issues.

How to Break the Menstrual Leave Taboo in the Workplace

Breaking the taboo surrounding menstruation is an important step towards creating a more inclusive and supportive workplace environment. Here are some strategies that employers can use to help normalise discussions about menstrual leave:

• Encouraging open discussions. By discussing the topic openly, employers can help destigmatise periods and create a more supportive workplace environment.
• Implementing equitable policies. It is important to ensure that any menstrual leave policies are equitable and applied fairly across all employees.
• Highlighting the benefits. Employers should promote the benefits of menstrual leave, including improved physical and mental health, increased productivity, and reduced sick days.

Although menstrual leave is not yet widely accepted in the UK workplace, it is an important policy that can benefit both employees and employers. By breaking the taboo surrounding menstruation and normalising discussions about menstrual leave, we can create a more supportive work environment that benefits everyone.

So let’s take a stand and start talking about menstrual leave in our workplaces – open dialogue can lead to positive change.