It is a measure that some governments have legislated, which allows working women to take leave when it is very difficult to cope with the symptoms of their period in their workplace.
Japan was the first country to establish period leave in 1947, that is, the right to seirikyuuka (“physiological leave”), due to the difficult working conditions for women after World War II.
However, the law, which remains in force to this day, has weaknesses: it does not define a number of days and does not guarantee pay, as this is decided by employers.
Until 2020, only 30% of companies provided full or partial pay, while less than 1% of women make use of the leave, as they often face discrimination.
Taiwan (2002):
1 day/month
Partially paid (50%)
With a maximum limit of 3 days/year (after that they are deducted from sick leave)
Indonesia (2003):
2 days/month
Paid
With timely notification of the employer
South Korea (2007):
1 day/month
Unpaid
With high fines for any employer who does not grant it (in practice unenforceable)
Zambia (2015):
1 day/month (1st day of the period) known as “Mother’s Day”
Paid Without the need for justification from a doctor and without timely notification of the employer
In the EU only* Spain has such a law in force, since 2023.
The law establishes special leave of 3–5 days/month for serious menstrual conditions (e.g. endometriosis, polycystic ovaries), recognizing the “right to work without pain”.
In this case, the respective social security fund covers the benefit from the 1st day of leave, in contrast to general sick leave, during which the benefit is covered from the 4th day.
*In Italy a relevant bill had been proposed in 2016 but ultimately did not pass.
From the beginning, the law caused intense disagreements.
It received strong criticism from the conservative Popular Party (PP), which warned of stigmatization and negative effects on women’s employment (with the reasoning that employers will prefer to hire men).
On the contrary, many feminist and labor organizations welcomed its approval as a historic milestone and a step toward equality at work.
Although the initial plan of Spain’s Ministry of Equality estimated that approximately 1% of women (that is, 60,000 working women) would face severe period symptoms, in the period June 2023–February 2025, only 2,668 women made use of the leave, a number much smaller than the initial projections.
Due to the recent implementation and the small number of beneficiaries, there are not yet data on negative effects on women’s employment.
Employers* can significantly increase the productivity of their employees by recognizing the physical challenges that women are called to face.
The stigma around the issue of menstruation is removed and priority is given to women’s health, without the additional stress of job insecurity and possible loss of income.
*Individual companies implement relevant policies without this being imposed by law.
It may reinforce discrimination and negative stereotypes against working women who make use of it, as happens in Japan.
In practice, when there is not sufficient control by the state, employers often refuse to grant the leave or ask for exhaustive proof that offends women’s dignity, something that happens to a large extent in Taiwan and South Korea.
Fyi: Alternative (or complementary) measures are, for example, flexibility in remote work, properly equipped rest areas within the office, etc.
