MENSTRUAL LEAVE ON WORK

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                                             MENSTRUAL LEAVE ON WORK


                                                               Written by: Manav Jha

                                                                      2nd year BA.LLB(Gen)

                                                              Lloyd School of Law, Greater Noida      

 

                                                             Edited by: Poojitha Polichetty

                                                                       4th year BA.LLB(Gen)

                                                     Dr. Ambedkar Global Law Institute, Tirupati

Introduction:

Menstrual leave has received a lot of attention and sparked global debate in recent years. Recognizing the physical discomfort and symptoms that women may experience during their menstrual cycles, this workplace policy aims to address the unique challenges they face. Menstrual leave provides an opportunity for organizations to promote gender equality, support women's health, and create a more inclusive work environment. In this blog, we will go over the advantages and drawbacks of menstrual leave, as well as the ongoing debates surrounding its implementation in workplaces.



Understanding Menstrual Leave:

Menstrual leave is a strategy that permits ladies to put a hold on work during their periods. It perceives that period can frequently achieve excruciating issues, weakness, cerebral pains, and other physical and profound side effects. By giving committed leave to discharging people, organizations intend to focus on the well-being and solace of their female representatives. Promoting well-being is one of the menstrual leave's primary objectives.

Menstruation can significantly impact a woman's physical and mental health. By offering menstrual leave, associations exhibit their obligation to support their female representatives' general prosperity. Women can rest, manage their symptoms, practice self-care, and lower their menstrual cycle-related stress levels during this designated time off. Productivity gains from menstrual leave are another advantage.

A woman's ability to perform at her best can be hindered by menstrual discomfort and pain. Employers acknowledge the significance of employees' overall health and give them a chance to fully recover by offering menstrual leave. As a result, productivity may rise, job satisfaction may decrease, and absenteeism may fall.

Additionally, menstrual leave plays a crucial role in fostering workplace inclusivity and gender equality. Organizations demonstrate a commitment to addressing gender inequality by recognizing and accommodating women's unique needs. Menstrual leave helps reduce the stigma surrounding menstruation, empowering women and fostering a supportive work environment where all employees feel valued and respected.


                                                                                                                

Challenges and Considerations:

Although support for menstrual leave has increased, there are still obstacles and considerations. Tending to these worries is fundamental for the effective execution of menstrual leave approaches:

Ø  Potential Discrimination: According to critics of menstrual leave, concerns about women's potential absences may result in discrimination against women in hiring or promotions. Associations should execute the strategy in a way that doesn't propagate orientation predispositions or set out an irregularity in open doors. Employee performance and potential should be evaluated fairly and transparently, regardless of gender or leave entitlements.

Ø  Stigma and Illusions: There is a concern that enforcing policies regarding menstrual leave may contribute to the perception that women are less capable or committed to their work and may reinforce stereotypes. Organizations should actively promote open communication, education, and awareness of menstruation to overcome this. Myths and misconceptions about menstrual health can be dispelled, and stigma can be reduced if a culture is established that makes it acceptable to talk about the subject. This can be accomplished through education workshops, awareness campaigns, and providing resources that help people better understand menstrual health.

Ø  Policy Implementation: A policy for menstrual leave requires careful consideration of several aspects. The procedure for requesting leave, the number of days allowed for menstrual leave, and whether the leave is paid or unpaid must all be determined by organizations. To develop an inclusive policy that meets the particular requirements of employees, particularly women, it is essential to consult with them and solicit their feedback. Managers and supervisors need to be taught how to handle requests for menstrual leave with compassion and impartiality. Clear rules and correspondence about the arrangement are fundamental to guarantee that workers know about their privileges and the interaction for benefiting menstrual leave.

Conclusion:

Menstrual leave is a workplace policy that recognizes and supports the unique challenges faced by women during their menstrual cycles. Organizations demonstrate their commitment to promoting gender equality, well-being, and inclusivity by providing this leave. Menstrual leave offers different advantages, including working on prosperity, expanded efficiency, and creating a strong workplace. Organizations can overcome obstacles like potential discrimination and the perpetuation of stereotypes through transparent and fair policies, education and awareness programs, and inclusive implementation processes. As conversations proceed and mindfulness develops, menstrual leave can add to making a more steady and fair workplace where ladies' well-being is esteemed and regarded.

Reference Links:

1.       Belliappa, Jyothsna Latha. “Menstrual Leave Debate: Opportunity to Address Inclusivity in Indian Organizations.” Indian Journal of Industrial Relations 53, no. 4 (2018): 604–17. 

2.     https://www.cliffedekkerhofmeyr.com/en/news/publications/2023/Practice/Employment/employment-law-alert-2-may-2023-the-concept-of-menstrual-leave.html

3.     https://www.newslaundry.com/2020/09/02/period-leave-is-good-for-workers-and-its-good-for-business

4.     https://www.dailypioneer.com/2021/columnists/menstrual-leave--pathologising-gender-rights.html

5.     https://www.washingtonpost.com/wellness/2022/05/25/menstrual-leave-spain-paid-benefits/

6.     https://knowlaw.in/index.php/2022/02/13/period-leave-for-women-a-violation-of-right-to-equality/

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