Is Menstrual Leave the Innovative Solution Your Workplace Needs?

In February 2023, Spain became the first European nation to guarantee menstrual leave for all cisgender women throughout the country. Spanish employees are entitled to three days of paid menstrual leave per month (with a possible extension to five) if they can produce a doctor’s note stating they need it.

Many people who menstruate feel at least mild discomfort during their periods. Unfortunately, up to 15% experience debilitating symptoms that keep them home from work, negatively impacting productivity and absenteeism.

A few countries have had a nationwide menstrual leave policy, often including paid time off, for decades. However, these policies have been highly controversial; some feminists claim such approaches further stigmatize certain employees.

If you’re curious about menstrual leave, check out this guide. It covers what these policies look like around the world, their potential benefits and drawbacks, and how to make them more inclusive.

What is menstrual leave?

The purpose of menstrual leave is to allow employees to take paid time off to deal with challenging symptoms of menstruation—such as pain, cramping, headaches, dizziness, and nausea—without having to use sick or vacation leave. Menstrual leave differs from a medical leave of absence or sick leave in that it is designated for a specific condition. Only qualifying employees can use the benefit.

Countries with menstrual leave

When it comes to menstrual leave, countries in Asia have historically led the way. The idea is believed to have originated in 1920s Russia. Though the practice still isn’t widespread, several countries have passed similar laws. Though it isn’t always paid, menstrual leave policies are mandatory in the following six countries.

Japan

Japan enacted menstruation leave in 1947. The law guarantees time off for menstruating employees who perform paid labor, but it doesn’t specify how many days or whether it must be paid.

Indonesia

In 1948, Indonesia began offering two days of unpaid menstrual leave on the first and second days of the employee’s period. Since 2003, the law has allowed for paid menstrual leave. To take advantage of this benefit, employees must notify their employer of their condition.

South Korea

Since 1953, South Korean labor laws have guaranteed one unpaid day of menstrual leave each month. Employees must request the leave before taking it. If they choose not to take it, they and are entitled to additional pay.

Spain

In 2023, Spain became the first European country to protect menstrual leave at the government level. Spanish menstrual leave grants employees who have a doctor’s note three to five days of paid time off per month.

Taiwan

In 2002, Taiwan amended its labor laws to allow menstruating employees to take up to three days per year paid at 50% of their salaries. These days are not deducted from annual sick leave, but they are limited to only one day per month.

Zambia

Zambia started offering menstrual leave in 2015. Menstruating employees can take one day off a month and don’t have to make prior arrangements with their employers.

Companies offering menstrual leave

Even in countries that don’t have national menstrual leave, some private companies have chosen to provide the option. Here are a few examples of businesses offering menstrual leave policies in the US and across the globe.

Nuvento

One of the few US-based businesses offering this benefit, software company Nuvento grants one day per month for menstrual leave on top of sick leave. Company officials say that it makes employees feel “heard and more comfortable.”

Chani

Los Angeles astrology app company Chani offers employees unlimited menstrual leave. As a result, the company has seen higher profitability and lower turnover.

Modibodi

This Australia-based specialty undergarment company launched 10 days of annual paid menstruation leave in 2021. It’s designed to build a culture of honesty and help employees feel more comfortable discussing what they experience when they have their period.

Coexist

UK-based community organization Coexist offers menstruating employees one day of paid leave per month. The policy has allowed the company to build a healthier culture and provide more flexibility to staff.

Gozoop

According to Gozoop’s employee handbook, menstruating employees are entitled to one half-day of paid menstrual leave every month. It’s part of the Indian company’s culture of wellbeing and ensures that workers get breaks when they truly need them.

Potential Benefits of Menstrual Leave

Menstrual leave has significant benefits for both employers and employees:

• Preserving other leave: Employees don’t have to use their sick or vacation time to deal with period symptoms.
• Destigmatizing menstruation: Employers can foster a culture of honest and open communication and education about menstruation.
• Improving satisfaction: Employees may be more likely to rate their workplace highly, which can enhance the employer’s brand.
• Improving health: Employees can enjoy greater well-being, which can decrease medical costs and increase productivity and profitability.
• Reducing turnover: Employees may be more loyal to workplaces that provide a humane working environment.

These benefits can ultimately help keep costs down and productivity and morale high.

Arguments Against Menstrual Leave

Though it has its advantages, not everyone likes the idea of offering menstrual leave. There are several reasons for the controversy:

• Medicalization of menstruation: Employers may inadvertently perpetuate the idea that menstruation must be fixed.
• Social isolation: Menstruating employees may feel singled out.
• Employment discrimination: Employers may view menstruators as costly because they need more time off.
• Expense: Employers offering paid menstrual leave may incur greater costs.
• Unfair practice: Employees who don’t menstruate may feel it's inequitable.
• Wage gaps: Menstruators who take unpaid time off may continue to earn less.
• Unwanted benefit: Employees may not use it due to stigma.

Menstrual Leave Policy Best Practices

As with any policy, organizations can reap the greatest benefits of menstrual leave when they implement it well. Consider the following best practices when rolling out your own menstrual leave policy:

• Conduct surveys to see how employees feel.
• Prioritize employees’ mental health by encouraging them to seek help when needed.
• Offer free menstruation hygiene products in work bathrooms to accommodate emergencies.
• Build a culture of openness by using language that normalizes menstruation.

Above all, be gender inclusive with your policies to make them available to all menstruating employees.

Menstrual Leave Policy Alternatives

A menstrual leave policy isn’t the only way to support people who menstruate. Here are some alternative ideas for your organization:

• Offer more paid leave in general, such as unlimited PTO or more paid sick days.
• Build more inclusive sick leave policies, including flexible options that allow employees to determine when and how to use sick days.
• Prioritize a culture of wellness, helping employees achieve work-life balance with benefits such as flexible work hours and remote work days.

These benefits can help employers ensure all their team members get a break when they need it.

How to Ask for Leave for Menstrual Symptoms

If you need to request time off for menstrual issues, be specific about your symptoms and needs. For example, you can explain that you experience dizziness and severe cramping, and you’re asking for paid time off during menstruation.

Though not nearly as fun as vacation, you might want to start with our templates for crafting the perfect PTO request email.

When writing a menstrual pain sick leave message, you might also consider offering alternative solutions, such as a late start or temporary remote work. If medical documentation would be helpful, it’s best to include it with the message.

When sending the message, use the same method, whether email or paper, that your company prefers for other types of leave. Follow up to be sure your employer understands and responds to your need for accommodations.