Ever Thought of Periods as a Workplace Wellness Challenge? Someone Did.

A Period Policy! Are you kidding me?

A British company, Coexist, may soon allow its female employees time off for period pain. They are planning to develop a “period policy” to allow women time off during menstruation.

“The purpose of this policy initiative is to create a positive approach to menstruation and the menstrual cycle that empowers women and men and supports the effectiveness and well-being of the organization,” reads a portion of their release.

It may be true that certain conversations, like sex or menstrual cramps, are uncomfortable for some people to discuss. It is also true that staff openly discussing “taboo” topics like menstruation may be considered progressive. However, believing that open dialogue among peers should logically lead to a policy statement is not progressive, and is totally unfounded.

An open dialogue about bodily functions is just that. Discussing problems like dysmenorrhea is synonymous with discussing a painful bowel movement, the colour of your snot when you blow your nose, or whether your pee is clear or yellow. People are human and have human conditions that may require accommodating.

This is not about a progressive policy for your employees — it is draconian. All you are doing is increasing the size of your policy manual creating more reasons for managing people who do not need to be managed. Instead of creating an inclusive workplace full of diversity, you are segregating people by policy that applies to some and not others. Do not do it.

Instead provide paid personal days, not sick days, for employees that they can invoke without notice, and without permission. No explanation required. Employees need to be accommodated regardless of the reason. Stay out of their way. Stay out of their issues. Accommodate.

Vera Asanin is the President and Publisher of Your Workplace Magazine.