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 discomfort. Despite being a taboo subject in many places, we were among the early adopters of providing days off for menstruation-related ailments. Approximately 90% of individuals who menstruate experience mild symptoms associated with premenstrual syndrome, such as bloating, headaches, and mood swings. About 20% of them experience symptoms that prevent them from functioning daily, including nausea, abdominal pain, back pain, and fatigue. However, the approach to addressing these needs varies significantly across employers and countries. The history of menstrual leave dates back to the 20th century, with Japan incorporating it into law as early as 1947 and South Korea following in 1953. In Japan, employers are required to grant menstruating individuals 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 sensitive topic, with Spain being the first country to include a provision for it in their law, effective February 2023. The concept is relatively new in Poland, with the first instance introduced in 2020 as an employer-led initiative rather than a legal requirement. Despite Polish labor law aligning more closely with Western European models, the transformation in Poland in the late 1980s means some employee rights are still evolving, including those related to menstrual leave. The lack of dedicated menstrual leave across territories does not mean that menstruating individuals do not take time off for their periods. A 2018 survey by Dutch researchers found that almost 14% of women used their general leave for period-related ailments, with around 3.5% doing so every month. Although Polish employees are entitled to more days off than those in some other countries, such as the USA, it still falls short of European standards. If a menstruating person were to allocate one day a month for rest using only their available leave, they would exhaust more than half of their entitlement. Many opponents view menstrual leave as an opportunity for abuse or avoidance of work, and potential beneficiaries worry that statutory menstrual leave might lead employers to discriminate against menstruating job applicants. However, in countries with access to menstrual leave, the usage of dedicated days off is low, primarily due to unfamiliarity with the benefit, embarrassment, lack of remuneration, or fear of repercussions. The reasons for aversion to menstrual leave should be sought in the work system itself rather than the potential benefit. In reality, menstruation is not a privilege but an unpleasant experience. Our implementation of menstrual leave, which began in April 2022, was both a test and a learning experience to understand employee needs and adjust the program accordingly. Initially, we offered one day off per quarter, which was later increased to one day per month following employee feedback. We also observed a positive psychological impact on our team members, with many expressing comfort in knowing they could take an additional day off if needed. The process of taking menstrual leave is straightforward, requiring only a day's notice, and managers cannot deny the application. Currently, we do not plan to expand the model but are open to doing so in the future, based on ongoing discussions with our employees to tailor the leave to their needs. We will expand the current menstrual leave if there is a demonstrated need. Menstrual leave is one example of inclusive benefits that promote equity in the workplace, and we are open to implementing more such benefits based on employee needs. When discussing menstrual leave, it's crucial to consider employee needs and how to make their experience easier during difficult periods. Changes will vary by workplace, and each leave program should be adjusted to the specific needs of the employees. Our priority is to engage in dialogue, raise awareness, and present solutions to both menstruating and non-menstruating employees. Changes begin with dialogue, identifying the problem, and finding the right solution. In our case, the inspiration for introducing menstrual leave came from an employee network meeting where we shared experiences of dealing with painful menstrual symptoms. Many employees were in favor of introducing additional days off for rest during their periods, recognizing the importance of treating their symptoms to return to full strength. Our employees reacted positively to the idea, and the only initial doubt was about how menstrual leave would relate to other illnesses. We addressed this through an AMA session, explaining that periods are not an illness and that all employees are still entitled to sick leave. We emphasized open discussion and education on the topic to create a safe space where employees feel comfortable discussing their needs and finding understanding among coworkers. We are aware that there is still much work ahead, but starting the menstrual leave program is a significant step towards creating an inclusive workplace. While we received positive feedback, we also encountered obstacles, including allegations of discrimination against non-menstruating employees. We knew that continuing the program would allow us to demonstrate its validity and benefits. Giving a benefit to those in need does not mean taking away rights from others, as sick leave remains available to all. Non-menstruating individuals often cannot fully understand what periods entail, even if they observe its effects on those around them. The critical comments were overshadowed by positive reactions, which motivated us to continue. Many expressed a desire for similar programs in their own workplaces, giving us confidence that we can set a path for more companies to follow. We hope our experience encourages others to introduce similar initiatives. Menstruation has been a taboo subject for so long that those affected are often ashamed to discuss it, and others may not understand its severity. Introducing menstrual leave is an opportunity to educate and promote empathy. In our view, questions about menstrual leave are important because they help make the topic a part of normal conversation and combat the taboo. Menstrual leave is a significant benefit for many employees, as evidenced by companies that have tested it. Additional days off are not abused and increase the well-being of the entire team. It is the employer's responsibility to create a comfortable and inclusive working environment, and we believe that our approach to menstrual leave is a step in the right direction.