Will menstrual leave help women at work — or worsen discrimination?

Women in Spain now have the right to three days of paid menstrual leave a month — with the option of extending it to five days — if they experience painful periods. Earlier this year, Spain became the first European country to allow workers to take paid leave as it passed a raft of sexual and reproductive rights laws, including ones that expanded abortion and transgender rights.

Other countries, including South Korea, Zambia and Indonesia, already have similar legislation regarding menstrual leave. Employees in Japan have been entitled to take time off because of their periods since 1947.

However, while some groups campaign for it to be brought in the UK, the concept of menstrual leave is contested — even among women. While some say the move is long overdue, others suggest a blanket menstrual leave policy could further discrimination against women.

So should Britain follow suit and allow people to take paid time off for periods — and what are the pros and cons?

Greater awareness of the impact of periods

One positive aspect of menstrual leave is that it normalises periods and raises awareness of the detrimental impact menstruation can have on women at work.

A 2021 survey by the period charity Blood Good Period and Fever found that 73% have struggled to work because of periods. Some of the top reasons cited included low energy (83%), being in pain (79%), finding it hard to concentrate (61%) and feeling anxious about leaking (57%).

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The problems faced by people who menstruate are exacerbated by stigma, too. According to a WaterAid poll, 85% of respondents say they experience stress or anxiety when managing their periods at work. One in five attributed this stress to not being able to take time off when they needed it — and 10% said their employers were unsupportive.

Not only can this lack of support hold back women’s careers, for some, the intolerable symptoms of periods — which range from extreme pain to diarrhoea — can force them out of work entirely. Although the statistics vary widely, dysmenorrhoea — severe period pain which has a serious impact on quality of life and general well-being — is common among women in the UK.

Claire Reindorp, chief executive at Young Women’s Trust, says a lack of understanding of the impact of menstruation marks a disregard for women’s needs at work.

“All workplaces should be accessible and inclusive and young women should feel supported and listened to, to ensure they can thrive in the workplace,” she says.

“Young women have so many obstacles in their way when it comes to the workplace, not to mention the fact that they start their working lives earning £5000 less than their male counterparts. Anything employers can do to support and nurture talent in the office should be encouraged.”

Menstrual leave may reinforce discrimination

Despite the need for employers to recognise the impact of menstruation, some suggest a blanket policy of paid leave for periods may reinforce stigma and lead to discrimination.

Critics say offering menstrual leave incorrectly implies that menstruation is a disability that affects women’s ability to work — which plays into the historic stereotype of women being weaker. Ultimately, this could worsen perceptions that women aren’t as productive as men, leading to them overlooked for promotions.

While a generic policy regarding menstrual leave may be well-intentioned, it also ignores the fact that periods affect individuals differently. It may also risk trivialising the seriousness of symptoms caused by menstrual conditions such as endometriosis, ​​a condition in which tissue similar to the lining of the uterus grows outside the uterus, which can cause severe pain.

Rather than menstrual leave, employers need to recognise the impact such conditions have on employees and adapt their working practices to suit individual needs, says Emma Cox, CEO of Endometriosis UK.

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“It’s good to see menstrual wellbeing being discussed at government level in Spain. We need to challenge the historic squeamishness and silence around menstrual health and have more open conversations on this issue,” she says.

"While this measure is well-meaning, a blanket policy risks downplaying the seriousness of symptoms that some of those with menstrual conditions such as endometriosis, heavy menstrual bleeding and dysmenorrhea may experience. Rather than generic menstrual leave, we want endometriosis recognised for the chronic condition it is, deserving of the same support as any other illness.”

Menstrual leave won’t work if stigma still exists

Another problem with menstrual leave is that, like paternity or shared parental leave, bringing in such policies is unlikely to be effective unless we address stigma.

Menstrual leave has been a legal right for Japanese women for more than 70 years, but fear of social stigma means many will not take it. According to CNN Business, a survey by the Japanese government in 2017 found that only 0.9% of female employees claimed period leave.

Essentially, menstrual leave doesn’t do anything to remove the stigma surrounding periods — it simply removes periods from the workplace.

However, awareness of the impact of periods — and how it affects women in the workplace — is growing.

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Earlier this year, a new UK workplace standard was created to help businesses support employees experiencing menopause or menstruation. It also recommends training for managers and suggests women have opportunities for open conversations or to request support.

Dr Susanna Unsworth, gynaecology expert for the women’s intimate care brand Intimina, says the new guidelines released by the British Standards Institution are encouraging.

“For too long, discussion about menstruation or menopause has been hidden and stigmatised, leaving many having to deal with their problems alone,” she says.

“The consequences of this are significant. There are shocking statistics around the numbers of missed days of work due to problems such as endometriosis, and the effects of menopause resulting in many choosing to leave work altogether. In my opinion, the biggest hurdle is removing the stigma around discussing these issues.”

Ultimately, creating a working environment in which women can talk about the challenges they face — and ask for support when needed — may be a more successful approach than menstrual leave. Meaningful policies regarding menstruation, such as flexible working, may gradually undermine the long-standing stigma women face.

Watch: Spain approves menstrual leave, teen abortion and transgender laws

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