Exploring the Introduction of Menstrual Leave

The concept of menstrual leave at GOG originated over a year ago during a meeting where several employees highlighted the common issue of menstruation-related difficulties. Despite the taboo surrounding menstruation in many places, GOG was among the early adopters of providing days off for menstruation-related symptoms. Approximately 90% of individuals who menstruate experience mild symptoms associated with premenstrual syndrome, such as bloating, headaches, and mood swings. However, about 20% of them experience symptoms severe enough to hinder their daily functioning, including nausea, abdominal pain, back pain, and fatigue. Although most individuals who menstruate share similar symptoms, employers worldwide treat their needs differently. The history of menstrual leave dates back to the 20th century, with Japan introducing it in 1947 and South Korea following in 1953. In Japan, employers are required to grant days off but are not obligated to provide remuneration, while in Korea, employees may receive additional pay if the leave is not taken. In Europe, menstrual leave remains a taboo subject, with Spain being the first country to include a provision for it in their law, effective February 2023. Poland also introduced its first instance of menstrual leave in 2020, initiated by an employer rather than mandated by law. Despite Polish labor law becoming more aligned with Western European models, some employee rights are still evolving, including menstrual leave, which is a relatively new and misunderstood topic in the country. The lack of dedicated menstrual leave across territories does not mean that individuals who menstruate do not take time off work for their period. A 2018 survey by Dutch researchers found that almost 14% of women used their general pool of leave days to manage their symptoms, with around 3.5% doing so every month. Although Polish employees are entitled to more days off than those in countries like the USA, it still falls short of European standards. If an individual who menstruates were to allocate one day a month for rest using only their available pool of days off, they would exhaust over half of their leave. Many opponents view menstrual leave as an opportunity for employees to misuse sick days and avoid work. However, in countries with access to menstrual leave, the utilization of dedicated days off is low due to unfamiliarity with the privilege, embarrassment in front of superiors, lack of remuneration, and fear of dismissal. The reasons behind the aversion to menstrual leave should be attributed to the work system itself, rather than the potential privilege. In fact, menstruation is an unpleasant experience that warrants understanding and accommodation. GOG's implementation of menstrual leave, which began in April 2022, was not only a test but also an opportunity to learn about employee needs and adjust the program accordingly. Initially, the company offered one day off per quarter, which was later increased to one day per month based on employee feedback. The introduction of menstrual leave had a positive psychological impact on team members, with many eligible employees expressing appreciation for the change, even if they did not need to use the benefit. The process of taking menstrual leave is straightforward, requiring only a submission of an application the day before or on the day of menstrual pain, which is processed immediately without the possibility of denial by the direct manager. Currently, GOG does not plan to expand the implemented model but is open to doing so in the future, with ongoing discussions with employees to tailor the leave to their needs. The company is committed to implementing more inclusive benefits that foster equity in the workplace and is open to introducing additional measures as needed. When discussing menstrual leave, it is essential to prioritize employee needs and create a safe space for open conversation. The introduction of menstrual leave is an opportunity to educate and raise awareness about menstruation, helping to break down the taboo surrounding the topic. By sharing their experience and lessons learned, GOG hopes to encourage other companies to follow their lead and introduce similar initiatives, promoting inclusivity and empathy in the workplace.