This week, Spain’s cabinet has authorised a bill that offers paid medical leave for women who are suffering with severe period pain. Women will be entitled to three days off per month if menstrual issues cause them an inability to work. The bill recommends that this could be increased up to five days for women in severe circumstances. The leave will need to be supported by a medical note.
Rest of the World
But it’s not just Spain that are implementing menstrual leave entitlement for women. In the rest of the World, Japan, South Korea, Zambia and Indonesia all grant women similar rights for time off for periods. Furthermore, Japan and South Korea have had these entitlements in place for decades.
Could we see a similar law introduced in the UK?
Spain will be the first country in Europe to adopt such legalisation, despite the other countries in the rest of the World having adopted similar measures for years. In Europe it’s a landmark recognition and progression of women’s health matters at work. It could see a huge change to the perception of menstrual leave as a valid reason for time off work.
With the growing list of countries embracing such measures, could the UK soon follow suit? We recently ran a poll on our Linked In channel to see what you thought. Our poll results showed that 83% of voters were in favour of the UK introducing menstrual leave, but that 17% were against such a move.
What can UK businesses do to support affected employees?
Progressive businesses will be keen to support affected employees. Below are just a few ideas that businesses can consider implementing in order to reflect an open, support, positive period culture, and help break down the taboo of menstrual matters:
- Stigma – affected employees can feel conscious talking about their symptoms and suffering. There can be a stigma attached to taking sick days due to periods as it’s not seen as a valid reason to be off sick. Women may give other reasons for being off when sick or may avoid discussing such matters discuss with their colleagues. Adopting an open and positive culture around periods, and training line managers to facilitate conversations around these topics can help ease employee anxiety on discussing this topic.
- Reasonable adjustments – employers have a responsibility to make reasonable adjustments to support their employees with disabilities. Though in most circumstances periods are unlikely to be classed as a disability, period pain could potentially amount to a disability if the severity and frequency of symptoms affect an employee’s ability to undertake normal day to day activities. Even if period pain does not amount to a disability, it is nevertheless recommendable that employers take period pain seriously and support their employees where possible. Providing apparatus like back supports for chairs (if desk workers) or a stall (for standing workers) could help provide employees with some relief.
- Period positivity – providing period hygiene products in staff toilets will help illustrates a businesses period positive culture. This could also help employees with the current rising cost of living crisis and everyday items continue to increase in cost.
- Awareness of women’s health – With menopause also high on the agenda, female health is a key area that employers should be educating themselves on and considering how they can best support their employees. Businesses should consider implementing menopause and menstrual policies.
If you would like to discuss your business’ HR needs then please contact the Nockolds HR team on enquiries@nockoldshr.co.uk or 0333 400 7920.