What TV doesn't, print can't; we deliver.
What TV doesn't, print can't; we deliver.
In recent discussions surrounding the implementation of mandatory paid menstrual leave for women employees, Union Women and Child Development Minister Smriti Irani voiced her opposition, emphasising that menstruation is a natural aspect of life and should not be treated as a disability requiring special leave provisions. This comes in the wake of Spain becoming the first European country to pass a law providing working women with paid menstrual leave.
In recent years, there has been a growing conversation around menstrual leave policies in India. Some companies have taken the initiative to introduce such policies, acknowledging the challenges that menstruation can pose for women in the workplace.
In 2020, Zomato announced a 10-day paid period of leave per year, and other companies such as Swiggy and Byjus followed suit. This demonstrates a positive trend where companies are becoming more inclusive towards women.
In this context, the government should not discourage companies from implementing such policies. Women should be given the option of paid menstrual leave, challenging the regressive notion that it is “just a period.” The true development of a country cannot be realized unless and until the women of the country are treated well.
While the issue of paid menstrual leave has gained traction globally, it’s imperative to consider the diverse perspectives and potential impacts on workplace dynamics. Japan was among the first countries to introduce menstrual leave in 1947, with similar policies existing in Taiwan, Indonesia, South Korea, and Zambia. However, concerns about discrimination in the hiring process have been raised, underscoring the need for a nuanced approach.
It is essential to recognize the challenges faced by women who experience severe menstrual pain, as highlighted by a 2012 study reporting that 32 to 40 per cent of individuals with periods miss work or school due to pain. As more women contribute to the workforce, workplace reforms are crucial to creating a safe and inclusive environment.
Irani’s perspective, echoing the sentiment that menstruation is a natural part of a woman’s life journey, suggests the need for a shift in workplace attitude. The argument against paid menstrual leave leading to discrimination in hiring underscores the importance of changing mindsets among recruiters and fostering sensitivity towards women’s issues in the workplace.
Acknowledging the discomfort and limited access to hygienic alternatives faced by women, especially those with painful menstrual experiences, is crucial. The fear of judgment or being labelled as ‘PMSing’ often prevents open discussions in the workplace, hindering women’s ability to perform at the same pace as their male counterparts.
Providing equality does not mean we forget about equity. Men and women cannot be the same in physical aspects, so it’s unfair to expect women not to take even one day of leave during their difficult days. The mindset of our policymakers needs to change. They need to adopt an empathetic attitude while framing laws for women. Recently, a proposed bill called the “Right of Women to Menstrual Leave and Free Access to Menstrual Health Products Bill, 2022” has been introduced. This bill aims to provide three days of paid leave for women and transwomen during their periods and extends the benefit to students.
Also Read: UAPA charges against attackers on Parliament
The bill cites research that indicates menstruation affects girls’ education, with approximately 40% of girls missing school during their periods, and nearly 65% saying it has an impact on their daily activities at school. Offering paid menstrual leave and ensuring access to affordable hygienic alternatives can address these challenges, promoting a more inclusive and equitable workplace culture. It recognises menstruation as a fundamental aspect of women’s health and challenges the historical stigma attached to it.
While not every woman experiences painful periods, it is essential to consider those who suffer from conditions like PCOS/PCOD, leading to irregular and painful menstruation. Denying paid menstrual leave to these women is deemed inhumane, highlighting the necessity for a compassionate approach.
Instead of a fixed monthly leave, a more flexible alternative could be the introduction of a concept like 20 days of paid menstrual leave per year. This approach allows women to avail themselves of leave when needed, respecting the varying experiences of menstruation.
The discourse on menstrual and reproductive rights should not be decided solely by a group of men. A committee comprising women and medical professionals, well-informed about the challenges women face during their menstrual cycle, should lead legislative reforms. This approach ensures a comprehensive understanding and addresses the necessity for mandatory paid leave to alleviate menstrual pain.
In conclusion, the discussion around paid menstrual leave requires a delicate balance between acknowledging the natural aspect of menstruation, addressing the diverse needs of women, and fostering an inclusive workplace culture. Legislative reforms, informed by the experiences of women and guided by medical expertise, can pave the way for a more equitable and supportive work environment.
