Menstrual leave: More Than Just “Time Off”
The topic of menstrual leave in the United States is one of recent discussions after Spain became the first European country to adopt menstrual leave policies this Feb. 2023. Such policies are limited to seven countries worldwide including: Japan, Indonesia, South Korea, Taiwan, Vietnam, and Zambia. While each country’s legislation varies, all share a similar goal to increase gender equality and recognize the impact that menstruation may have on an individual’s ability to work. Spain’s passed legislation will entitle workers who have severe periods to three days of leave a month, with the possibility of an extension to five days, if a doctor’s note is provided. This is consistent with The American College of Obstetricians and Gynecologists (ACOG) findings that “more than half of women who menstruate have some pain for 1 to 2 days each month.” The ACOG similarly affirms that for some individuals, period pain can be so severe that it may prevent them from “doing their normal activities for several days a month.” Countries, such as Spain, are embarking on progressive reproductive health reforms that properly regard menstruation through the lens of public health as opposed to a private concern. To achieve gender equality, the topic of menstruation, which affects around half of the population, must enter the conversation of public policy in the U.S. rather than remain a reality undiscussed and shied away from.
Unfortunately, periods are a taboo topic often discussed as “gross” and “dirty” leaving period-havers with feelings of shame as they hide their tampons walking to the bathroom. Far from the truth, such stigmas attempt to keep period-havers in the dark about their own bodies’ functions and avoid the assumption of responsibility on behalf of policy-makers for gender-based inequality, such as period poverty. Period poverty is the financial burden that low-income menstruating individuals face from the cost of menstrual supplies and the struggles they may face in accessing such products. This exemplifies the negative outcomes that occur when dismissing menstruation as a private concern rather than publicly addressing the additional barriers that period-havers face monthly both financially and physically. Through price discrimination such as pink tax and a lack of menstrual leave assistance, menstruating individuals are left invalidated and at a disadvantage. To effectively address such issues, menstrual health must be regarded as a human rights concern as “all those who menstruate have the right to the knowledge, products, opportunity, water and sanitation infrastructure, privacy, and safety they need to hygienically handle their periods.” A lack of enforced menstrual leave in workplaces means that individuals who have severe periods may not be able to access the same work opportunities as their non-menstruating counterparts as they may need to periodically leave work due to physical pain. This invalidation and suppression of opportunity furthers workplace discrimination that predominantly impacts women resulting in socioeconomic inequalities, such as female employees being 14% less likely to be promoted than their male colleagues and “female candidates for a CEO position are 28% less likely to be hired.” While certain menstruating individuals may need to take a couple days off a month to address their physical pain, this does not and should not diminish their status and ability to progress within a company. It is then evident that a lack of enforced menstrual leave directly contributes to patterns of wage inequality, and the upholding of economic power for certain individuals over others.
Surprisingly, the sexist stereotype that menstruation has an impact on a woman’s ability to efficiently and logically work is one that opponents of menstrual leave worry would be reinforced through the implementation of this policy. These concerns, however, are paradoxical as they serve as an argument against legislation that would in fact, normalize menstruation as it relates to the workplace. Contrary to opponents beliefs, gender equality would be increased in the workplace through the recognition of menstruating workers’ needs and health as valid, thus reducing the stigma surrounding menstruation. In order to end taboos that act as a barrier to gender equity, it must be discussed and normalized on both the community and law-making levels. Dialogue and education surrounding periods should not be limited to female spaces, but rather be expanded to all individuals; this challenges heteronormative assumptions of who periods impact and allows individuals who do not have periods to partake in normalizing this aspect of life. For gender equality and equity to be achieved, legislation, such as menstrual leave policies, must be implemented in the United States to combat damaging stigmas and legitimize the experiences and challenges of those who menstruate.
