Menstrual Leave Policy as Per Global Standards, And Menstrual Leave Practices in India
In the past, menstruation was often viewed negatively, with the blood considered impure and periods thought to be a curse. In some cultures, women were labelled unclean, and impure, and were bound by cultural rituals.
However, in some historic cultures, a menstruating woman was considered sacred and powerful, with increased psychic abilities, and strong enough to heal the sick.
In modern times, there has been a shift in the way menstruation is viewed. Many countries have made efforts to break the taboo surrounding menstruation and promote menstrual hygiene.
In India, for example, the government has launched the Swachh Bharat Abhiyan campaign to promote menstrual hygiene and provide sanitary napkins to women.
In some countries, menstrual leave is being introduced to allow women to take time off work during their periods. It is important to note that different cultures view menstruation in different ways, and the basis of many conduct norms and communication about menstruation in Western industrial societies is the belief that menstruation should remain hidden.
Menstrual leave policy is a workplace policy that allows women to take time off from work or school when they are suffering from menstrual pain or discomfort.
The policy aims to acknowledge the physical and emotional challenges that many women face during their periods and to reduce the impact of menstruation on their productivity and performance. Menstrual leave policy can be either paid or unpaid and can vary in duration and frequency.
Menstrual leave policy is not a new concept, as it has been in existence in some countries for decades. However, it is still a controversial and debated issue, as it raises questions about gender equality, stigma, discrimination, and feasibility.
Some argue that the menstrual leave policy is a progressive and necessary measure that empowers women and respects their bodily autonomy. Others contend that the menstrual leave policy is a regressive and discriminatory practice that reinforces stereotypes and disadvantages women in the workplace.
The global stance on menstrual leave policy is diverse and inconsistent, as different countries have different laws and norms regarding menstruation and women’s rights. Some of the countries that have menstrual leave policy are:
Spain: Spain became the first country in Europe to introduce paid menstrual leave in March 2021. The law permits women to have up to four days of paid absence per month, which can be increased to five days if they suffer from severe menstrual discomfort. (India Times,2023)
Japan: Japan has had a menstrual leave law since 1947, which states that companies must grant women menstrual leave if they request it. The law leaves the length and payment of the leave undefined, and it depends on the employers’ choice.
Indonesia: Indonesia passed a law in 2003 that gives women the right to take two days of paid menstrual leave per month. them.
South Korea: South Korea enacted a law in 2001 that allows women to take one day of paid menstrual leave per month. Despite the law, both employers and employees often disregard or fail to comply with it.
India: Menstrual leave policies are not so common in India, as there is no national law or policy on this issue. Only two states, Bihar and Kerala, have implemented menstrual leave policies for their women employees, granting them two days of paid leave every month.
Bihar’s policy dates back to 1992, while Kerala’s policy was introduced in 2017. Some private companies, such as Zomato, Byju’s, and Swiggy, have also followed suit and offered menstrual leave policies for their female staff in India.
Menstrual leave policy is a complex and sensitive topic that requires more research and dialogue among various stakeholders. It is important to consider the diverse needs and experiences of women and the policy’s social and economic implications before making any decisions or recommendations.
Menstrual leave policy should be seen as a part of a larger framework of menstrual health and hygiene, which includes access to safe and affordable sanitary products, education and awareness, and elimination of stigma and discrimination.
However, Menstruation is a natural and normal process, not a disability, and menstrual leave could create bias and inequality for women in the workplace thus it is a very sensitive issue.
