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 menstrual health. Despite being a taboo subject in many places, we were among the early adopters of menstruation-related days off. 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 severe symptoms that hinder their daily functioning, including nausea, abdominal pain, back pain, and fatigue. However, employers worldwide treat the needs of menstruating individuals 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 menstruating individuals days off, but are not obligated to provide compensation; in South 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 on menstrual leave in its law, effective February 2023. In Poland, the first instance of menstrual leave was introduced in 2020, as an employer-led initiative rather than a legal requirement. Despite the lack of dedicated menstrual leave across territories, menstruating individuals often take time off work for their period. According to a 2018 survey by Dutch researchers, almost 14% of women used their general leave pool to manage menstrual ailments, with around 3.5% doing so every month. Although Polish labor law is becoming more similar to the Western European model, some employees' rights are still being shaped, including menstrual leave, which is a relatively new and misunderstood concept in the country. 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 usage of dedicated days off is low, primarily due to unfamiliarity with the privilege, embarrassment in front of superiors, and lack of remuneration or benefits related to unused leave. The reasons behind the aversion to menstrual leave should be sought in the work system itself, rather than the potential privilege. In fact, menstruation is an unpleasant experience, and providing support is hardly a privilege. Our implementation of menstrual leave, which began in April 2022, was not only a test but also an opportunity to learn about our employees' needs and adjust the program accordingly. Initially, we offered one day off per quarter and later examined the need to increase the number of available days to one per month, which we eventually did in January of this year, based on employee feedback. We also noticed a positive psychological impact on our team members, with many eligible individuals commenting positively on the changes, 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 menstrual pains occur, with the request being processed immediately and not subject to denial by the direct manager. Currently, we do not plan to expand the implemented model, but we are open to the possibility in the future, with ongoing discussions with our employees to tailor the leave to their needs. We will expand the current menstrual leave if we receive signals that there is a need for it. Menstrual leave is just one example of inclusive benefits that foster equity in the workplace, and we are open to implementing more such benefits according to our employees' needs. When discussing menstrual leave, it is essential to focus on the needs of our employees and how we can make it easier for them to function during challenging periods. Changes start with dialogue, identifying the problem, and finding the right solution. In our case, the inspiration behind introducing menstrual leave was an employee network meeting, where we shared our experiences with painful menstrual symptoms. Many of our employees were in favor of introducing additional days off, allowing them to rest during their periods. Their symptoms are equally important and require appropriate treatment for them to return to full strength. Our employees reacted positively to the idea, both those in need of the benefit and those who were not. We created a safe space where employees are not afraid to discuss their needs, and those affected by menstrual discomfort can find understanding among their coworkers. We are aware that there is still much work ahead of us, but starting the menstrual leave program is a significant step towards creating an inclusive and open workplace. Positive feedback from employees does not mean that we did not encounter obstacles. The first negative reactions to our initiative appeared in the comments under a post on LinkedIn, with allegations of discrimination against non-menstruating employees. We knew that continuing the program would allow us to prove its validity to its opponents. Giving a privilege to a group in need does not mean that we have taken away any rights from other employees. The critical comments disappeared quickly in the flood of positive reactions to our initiative, which motivated us to continue our work. Many people mentioned that they would like a similar program to be introduced in their workplace, giving us confidence that we can set a path for more companies guided by the idea of inclusiveness. Menstruation has been a taboo subject for so long that people struggling with periods are ashamed to talk about it, and some unaffected individuals still do not understand the severity of menstruation. The introduction of menstrual leave is a great opportunity to educate and teach others about empathy. In our opinion, questions about menstrual leave are important, as they help make this topic a part of a normal conversation among our team and fight the taboo it creates. Menstrual leave is a great benefit for many employees, as evidenced by companies that have tested it, with additional days off not being abused by employees and increasing the well-being of the entire team. It is the employer's responsibility to create a comfortable working environment, and inclusivity is one of the most important aspects of today's world.