Menstrual leave is a workplace policy that allows female employees to take time off work due to physical discomfort or pain during their menstrual cycle. This policy has been a source of contention, with some arguing that it is necessary to accommodate women’s needs during their periods, while others argue that it promotes discrimination and reinforces gender stereotypes.
Background
- Kerala government recently announced that all state universities under the Department of Higher Education will provide menstrual leave to female students.
- The declaration came shortly after the Cochin University of Science and Technology (CUSAT) announced its decision to grant menstruation leave to all female students in response to a request from the students’ union.
The Menstrual Leave Debate
- In recent years, there has been a lot of talk about: In recent years, the adoption of voluntary menstrual leave policies by some companies has sparked a widespread discussion about periods in India.
- When the Bihar government implemented a period leave policy in 1992, it was dubbed “special leave for women” due to the stigma associated with the word menstruation.
- Conversation normalisation: Employers’ recent initiative to provide period leave has been discussed and debated in the public sphere, to some extent normalising the conversation about menstruation.
What are menstruators?
- Menstruators is an umbrella term for people who have female reproductive anatomy and have menstrual periods.
- Women, trans men, and non-binary people are all included.
- Menstruation is also decoupled from womanhood as a result of this biological process.
Arguments in support
- Physical pain is associated with biological processes: Menstruation is a biological process, but it is accompanied by cramps, nausea, back and muscle pains, headaches, and other symptoms.
- PCOS (polycystic ovary syndrome): Furthermore, these can be debilitating in menstruating women with polycystic ovary syndrome (PCOS) and endometriosis.
- As an example: PCOS affects 20% of menstruators in India, and endometriosis affects approximately 25 million. Individuals’ pain thresholds can vary for a variety of reasons.
- Recognizes the reality: For many menstruators, menstruation is a biological process entwined with medical symptoms. Affirmative action policies such as mandatory period leave recognise this reality.
- The announcement by the Kerala government is a positive step: The Kerala government’s announcement that all female students at state universities will be granted menstrual leave is a welcome step that moves the conversation into educational institutions.
- It should be replicated in Indian universities and schools: This will also help to reduce female dropout rates from government schools in rural India, which are caused by a lack of clean toilets, running water, sanitary pads, and other amenities.
Arguments opposed
- Fear of bias in hiring: Due to the financial costs to employers, the main opposition to a menstrual leave policy is the fear of bias in hiring. Many countries have expressed concern about discriminatory hiring.
- Probable decline in female labour force participation: It is frequently equated with the decline in female labour force participation following the implementation of mandatory paid maternity leave.
- Medicalization of natural biological processes: Period leave is frequently viewed as medicalizing a natural biological process.
Way forward
- Bridging the Gaps: The path to equality does not lie in inaction for fear of further discrimination. What is required is a comprehensive approach aimed at closing existing gaps.
- A comprehensive and all-inclusive approach is required: Menstrual leave should be implemented in a comprehensive and inclusive manner that considers the needs and rights of all employees, regardless of gender.
- Mandatory self-care leaves as an alternative to period leaves: Employers should be forced to implement mandatory self-care leaves as an alternative to period leaves for those who are unable to take the latter. Employees should be able to use their self-care leave whenever they want. This will decrease burnout while increasing productivity.
- The names menstrual leave and self-care leave will also help to de-stigmatize menstruation and self-care, respectively. Employers should also be required to implement a strict diversity, equity, and inclusion (DEI) framework.
- Menstruating women are protected in the unorganised sector: A formal menstrual leave policy in the organised sector can help to protect menstruators in the unorganised sector as well.
@the end
Menstrual hygiene is a public health concern. Period leave cannot be dismissed as a foreign concept given the large population of menstruators in India who face stigma. It is a critical step toward ensuring reproductive health equity in India.
Source: https://www.hindustantimes.com/lifestyle/art-culture/menstrual-leave-a-blessing-or-a-curse-101652681176071.html