By Morna Ikosa
In recent years, conversations around workplace inclusivity, equitable and supportive environments have evolved beyond traditional issues of gender pay gaps, equal rights and maternity leave.
One topic that is gaining significant attention around the world is menstrual leave. This type of leave allows employees who menstruate to take time off during their periods without using regular sick leave or facing stigma.
One might wonder, why menstruation leave, aren’t women getting enough leave already? Well, for many women, menstruation comes with a range of physical and emotional symptoms, such as cramps, headaches and fatigue. It further leads to severe painful conditions like dysmenorrhea and endometriosis. According to various studies, up to 80% of menstruating women experience some form of menstrual discomfort, and for some, these symptoms significantly impact their ability to work effectively.
For employees in this situation, the absence of specific policies addressing menstrual health often forces them to either work through the pain or use annual or sick leave. Thus, menstrual leave is needed to provide a solution by formally recognising the legitimacy of menstrual-related health challenges.
During the Women in Mining Summit event on 16 October 2024, Zebra Kasete, Vice President at Sinomine Tsumeb Mining Holdings gave heartfelt remarks that brought both tears and joy to the ladies in the room.
Kasete to my knowledge is the first man in a leadership position to publicly acknowledge the importance of taking up issues related to menstrual health in the workplace. He cited that having sanitary pads, for example, in the ladies’ bathrooms, for emergency cases, should not be something that is too difficult to attain for organisations.
However, he challenged the ladies who sit on executive management and middle management levels to speak up and advocate for issues affecting women in organisations, as their male counterparts are not always aware of issues that affect women in the workplace.
The concept of menstrual leave is not entirely new. A few countries have already adopted policies at the national or organisational level. For instance, Japan has had a menstrual leave policy in place since 1947, although uptake remains low due to social stigma. South Korea offers one day of menstrual leave per month, and employees are entitled to compensation for this day off. Indonesia and Taiwan also provide menstrual leave, with varying provisions on duration and compensation.
Zambia introduced the concept of Mother’s Day, in which a female worker is entitled to one day leave every month without giving a reason or requiring a medical certificate. India, Spain and Italy have introduced or debated menstrual leave policies, signalling a growing awareness of the need to address menstrual health in the workplace.
There are several benefits to having menstrual leave implemented in your organisation for employees and the organizations. These benefits include improved employee well-being and productivity. When individuals are provided with the time to rest and recover during painful or uncomfortable days, they can return to work more focused, energetic and productive. Whilst pushing through pain can lead to reduced concentration, mistakes and decreased efficiency.
Secondly, it fosters a culture of inclusivity. When companies embrace menstrual leave, they send a clear message that they care about the holistic well-being of their employees, which can boost employees’ morale and increase retention and loyalty.
Thirdly, it reduces stigma and promotes open dialogue. Menstrual health is still a topic shrouded in stigma in many cultures, and this often extends to the workplace. Employees may feel uncomfortable discussing their menstrual health with managers or colleagues, leading to silence about their needs. Thus, by introducing menstrual leave, organisations can help normalise conversations around menstruation and break down harmful taboos.
Open dialogue about menstrual health can lead to greater understanding and empathy among coworkers, fostering a healthier and more supportive workplace environment.
Lastly, it attracts and retains talent. In a competitive job market, organisations that prioritise employee well-being through progressive policies like menstrual leave stand out as forward-thinking and compassionate employers.
Offering menstrual leave can help attract top talent, especially among women and gender-diverse individuals who value an inclusive and supportive work culture.
Additionally, employees who feel valued and understood are more likely to remain loyal to an organisation, reducing labour turnover rates and the costs associated with hiring and training new staff.
*Morna Ikosa is a columnist and communications strategist.
