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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.

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

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.