Home Business COULD PAID MENSTRUAL LEAVE BE GOOD FOR BUSINESS?
Our website publishes news, press releases, opinion and advertorials on various financial organizations, products and services which are commissioned from various Companies, Organizations, PR agencies, Bloggers etc. These commissioned articles are commercial in nature. This is not to be considered as financial advice and should be considered only for information purposes. It does not reflect the views or opinion of our website and is not to be considered an endorsement or a recommendation. We cannot guarantee the accuracy or applicability of any information provided with respect to your individual or personal circumstances. Please seek Professional advice from a qualified professional before making any financial decisions. We link to various third-party websites, affiliate sales networks, and to our advertising partners websites. When you view or click on certain links available on our articles, our partners may compensate us for displaying the content to you or make a purchase or fill a form. This will not incur any additional charges to you. To make things simpler for you to identity or distinguish advertised or sponsored articles or links, you may consider all articles or links hosted on our site as a commercial article placement. We will not be responsible for any loss you may suffer as a result of any omission or inaccuracy on the website.

COULD PAID MENSTRUAL LEAVE BE GOOD FOR BUSINESS?

by uma

 

AFTER the Spanish government approved a bill that grants paid menstrual leave earlier this month, UK charities have called on the government to bring in similar legislation – but what would this mean for employers? 

A recent survey by Bloody Good Period looked into how the pandemic has changed people’s experience of periods and found that 73% of respondents have struggled to work in the way they want to because of their period, with 79% attributing this to being in pain.

Beth Bearder, senior associate and solicitor specialising in employment law at Nelsons, said: “Menstrual-related symptoms vary from person to person. While some are able to continue as normal during their monthly cycle, others can experience debilitating side effects such as migraines, cramps or back ache – particularly those with conditions like endometriosis.

“While there is no ‘one size fits all’ approach employers can take, there are things they can do to support workers who are struggling to work during their monthly cycle.” 

How many countries have implemented paid menstrual leave?

“While Spain may be the first European nation to formally introduce these measures, other non-European countries have already rolled out paid menstrual leave – including Japan, South Korea, Zambia and Indonesia. Closer to home, there have been calls from various groups in the UK to implement similar measures.

Is there a legal requirement in the UK to support menstruating employees?

“Currently, there is no legal requirement to support workers who menstruate – including cisgender women, non-binary people and trans men. However, some UK companies may want to take the initiative to implement their own corporate policy to accommodate paid leave for people who menstruate.”

What can employers do?

“In the absence of any current UK law concerning menstrual leave, it is up to each individual employer as to whether they implement their own policy. However, if they choose not to, it is still important to support menstruating employees from a wellbeing perspective. For example, this could include providing period products in toilets, opening up the conversation about menstruation to challenge stigma, or allowing individuals to work from home during their period. 

“Going the extra mile to help improve the wellbeing of employees at work can also be crucial to retaining staff and help when recruiting new workers – particularly during the ‘Great Resignation’. Employees who feel valued and understood will likely be happier and more productive at work.”

For more information about supporting and managing your workforce, please visit: www.nelsonslaw.co.uk/managing-your-workforce/

You may also like