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Menstrual leave is offered in some countries and companies; however, there is a lack of research examining perceptions or effects of the policy. We examined the U.S. public’s (N = 600) perc...

Objectives This study aimed to investigate the work-related health and social problems among Japanese female workers and the expected research in the workplace. Method A cross-sectional study using an Internet survey was conducted on female workers in Japan. Using an original questionnaire, we obtained data on "a system that can be used by female workers," "female workers' problems (physical symptoms, mental symptoms, menstrual problems, pregnancy/childbirth problems, work-life balance, etc.)," and "expected research in the workplace." The last two were compared using the chi-square test and considering demographic characteristics (age, marital status, having children, having preschool children, employment status, occupation). We conducted the chi-square test to examine the relationship between the presence of symptoms and four expected studies. The survey was carried out in July 2019 by using a patient and public involvement (PPI) framework in medical research. Results We obtained 416 responses that highlighted that those who have work-related problems also have physical symptoms (89%), menstrual problems (65%), psychiatric symptoms (49%), and work-life balance problems (39%), followed by career as well as pregnancy and childbirth concerns (38%). Regarding the system, the respondents' usage rate was an infertility treatment communication card (0%), flextime and telework (1 to 3%), menstrual leave (4%), and short-time work system (8%). Expected workplace studies included "Research to ease stiff shoulders and back pain" (45%), "Research to improve women's mental health" (41%), "Research on menstruation and work performance" (35%), and "Research to improve work-life balance" (34%). Expectations for research on "mental health" and "menstruation" were high among subjects in their 20s and 30s, with no spouse or children, and working full-time. Among those who lived with preschoolers, expectations for research on "mental support after childbirth," "physical support after childbirth," and "prevention of postpartum depression" were significantly higher, but research related to work-life balance was not remarkably different. There was a significant association between having menstrual problems, work-life balance challenges, and study expectations. However, the percentage of those experiencing certain symptoms who expected workplace studies was about 48%. Conclusions Menstruation-related symptoms are frequently observed to make work difficult and it is expected that health issues, such as mental and physical conditions related to gynecology, will be the subject of future research regarding female workers. However, discrepancies between having difficulties and whether or not they wish to accept research in the workplace should be carefully considered in each context.

The governing laws within the United States center the experience of white, cis- gender, able-bodied males and largely ignore the existence and experience of menstruating individuals within the workplace. Despite the progress made since Judy Blume’s watershed novel, Are You There, God? It’s Me, Margaret, the topic of menstruation is still avoided, shamed, stigmatized, and misunderstood. One possibility to advance the rights of menstruating individuals and recognize these cyclical realities is menstrual leave, or “period policies.” The goal of this type of legislation is to address the intersectional indignities of menstrual injustice and normalize periods through more accommodating employment regulations. However, the dialogue surrounding these policies has been limited and risks leaving behind individuals who are already excluded from many workplace protections, compounding the discrimination and disparate treatment experienced.

Menstrual leave is an employment policy that allows individuals to take additional paid or unpaid leave from work during menstruation. In recent years, it has been attracting increasing global media and public attention. The motivation behind the promotion of the policy is typically benign, and it is often positioned as being a progressive development in women’s health and rights in the workplace. This chapter argues that the rationale behind this policy makes several exaggerated and incorrect assumptions about the nature, and prevalence of menstrual cycle-related symptoms in the working population. Moreover, menstrual leave policies could reflect, and contribute to, unhealthy and discriminatory practices against women in the workforce. Indeed, sex-specific employment policies such as menstrual leave can easily, albeit unintentionally, reinforce unhelpful and inaccurate societal myths that position ‘all women’ as weaker, less reliable, or more expensive employees than men. The chapter thus concludes that in order to support and improve menstrual health and gender equality in the workplace, it is better to focus on the working conditions and rights of all employees, plus access to good quality reproductive health information and medical treatment, if required.

Women are biologically different from men. They face unique bodily challenges. One of them is their hormonal cycle, commonly known as menstruation. They bear both physical and mental stress during that period. Coping with such stress is more difficult for working women. One the one hand, workplaces are becoming progressively inclusive. More women are joining the workforce and are contributing to the growth of the economy. On the other hand, organizations have not been very sensitive to this unique need of women. During menstruation period, more than work, what women need is rest. But there are no policy initiatives to take care of such a need. This subject has been debated in the parliament, but no law has yet been passed. A law mandating Menstrual Leave or Period Leave in every organization can be a step in the right direction. In this research paper, the authors have tried to find out the opinion of employees about such a leave. This empirical study has been done by selecting samples from Agartala, Bhubaneswar and Raiganj.

Regulations regarding the right to menstrual leave for female workers in Indonesia are regulated in Law No. 13 of 2003 concerning Manpower. This law is the basis for the making of work agreements by every company in Indonesia, both a Fixed Time Work Agreement and an Indefinite Time Work Agreement. The work agreement is the basic principle of the relationship between workers and the company in relation to the type of work, wages, position and termination of employment. Legal protection for female workers in relation to the right to menstrual leave is implemented in article 81 paragraph (1) of Law No. 13 of 2003 concerning Manpower, usually in the form of requiring female workers to come to company clinics and have their conditions checked, if the conditions are declared unable to continue their work on that day, the female workers are given permission to rest at home. If at any time there is a dispute between workers and the company regarding menstrual leave, the dispute Resolution can be done in several ways. First, it can be resolved through negotiation by both parties or what is known as bipartite. If the bipartite settlement does not get satisfactory results for both parties, the case / dispute can be submitted to be resolved in an Industrial Relations Court. Keywords: Dispute Resolution, Female Workers, Legal Protection, Menstrual leave rights

Taiwan is a small island located in the heart of East Asia. This chapter provides an overview of Taiwan's labour market. It discusses work-readiness issues faced by key stakeholders and some recommendations concerning how they may be addressed. For many years, Taiwan's labour market has been plagued by talent shortages. The relatively low labour participation rates could be attributed to several key factors: early retirement, discrimination against female workers, long working hours and low salaries, and young people delaying entering workplace in order to seek further education. Even though the legal retirement age is set at 65 years, the Ministry of Labour's statistics show that the average retirement age in Taiwan is in fact 60 years of age. Lu suggests that, under the influence of Confucianism cultural values, it is common for Taiwanese women to encounter five types of workplace discrimination: superiors disallow menstrual leave, male chauvinism, workplace sexual harassment, employment discrimination against married or pregnant women, and glass ceilings.

As the number of women in the workforce continues to grow, research on the effects of gender in the workplace is becoming increasingly critical. The discussion of biological processes, such as menstruation, has recently entered the public discourse and generated debate about how such issues should be addressed in the workplace (e.g., implementation of period policies and menstrual leave). Using self-regulation theory as an overarching framework and incorporating research from endocrinology, we advance this discussion by examining the effects of menstruation on discretionary behaviors in the workplace. In doing so, we introduce a predictable, frequent, and regularly occurring within- person shift in a large portion of the working population. Using experience sampling methodology (ESM), we capture daily experiences and behaviors from 96 women over 20 workdays (Level-1 n = 1640). Results indicated that pain experienced by women on the days they were menstruating was responsible for an increase in daily deple...

Aims and objectives To investigate self-care behaviours and its predictors for dysmenorrhoea among hospital nurses. Background Dysmenorrhoea is an important issue in hospital nurses for its influence on job performance and quality of patient care. Given the difficulties in reorganising work schedule for taking menstrual leave in Taiwan, it is necessary to improve the comfort level of nurses during menstruation. Design A cross-sectional correlation study using a structured questionnaire. Methods A convenience sampling method was used to select two hospitals in Southern Taiwan, and participants were recruited by random sampling method. Questionnaire used in the study contained personal information, Dysmenorrheic Knowledge Scale, Menstrual Attitude Scale and Dysmenorrheic Self-Care Behavior Scale (DSCBS). Two hundred and ninety-seven participants had experienced dysmenorrhoea in the last six months, with the prevalence rate of 70·7%. Results Results showed the average age of the participants was 30·3 years, and 252 participants (82·4%) self-perceived they were bothered by dysmenorrhoea. The score of DSCBS was 29·9 (±5·3). The results of stepwise multiple regression analysis revealed the predictors of DSCBS included whether the participants (1) were married, (2) had irregular menstruation, (3) had received health education on dysmenorrhoea, (4) visited doctor for dysmenorrhoea, (5) knew they may take menstrual leave and (6) were identified with menstruation as a natural event. The r2 was 18·4%. Conclusions Hospital nurses' self-care behaviour for dysmenorrhoea is suggested to be improved through enhanced peer support and caring. Relevance to clinical practice The prevalence rate of dysmenorrhoea among hospital nurses is high. Most of them take analgesics to reduce pain to return to work. We recommend hospitals to provide women-friendly workplace and empowerment activities to improve the self-care ability and comfort level of nurses during menstruation.

Young, single, women workers dominate the labor-intensive textile, clothing, and footwear industries in Indonesia. This survey interviewed 300 such workers to examine three main questions: (1) Are firms complying with labor regulations? (2) Are women workers aware of their legal rights with respect to wages and working ions? and (3) Does the presence of the official labor union (SPSI) in the workplace make a difference in the implementation of labor regulations? The survey finds that compliance with minimum wages was high -80 percent of the permanent workers earned at least the minimum wage. Compliance was also high for maternity leave and hours worked a week (forced overtime work was not a major issue). Compliance was low for overtime compensation and menstrual leave with compensation. Compliance with labor regulations was higher for large firms, higher based on length of service, and relatively higher in textiles and garments compared with footwear. The survey finds that workers are most knowledgeable about overtime pay. The minimum wage regulation has the highest compliance rate, while overtime pay the lowest rate, by firms. The survey also found that half the members of the official labor union thought that it had not been effective in improving their wages or working ions. While fewer workers knew whether a collective labor agreement existed in their workplace, most of the respondents who were aware of one indicated that it resulted in improved working conditions.