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The right for women to menstrual leave, presented on Tuesday by the Spanish government as part of a bill, currently only exists in a limited number of countries, mainly in Asia.
Here is an overview of devices comparable to the Spanish project, which provides for the allocation of specific sick leave in the event of painful periods, financed by the State.
Japan: in law since 1947
In Japan, the right to menstrual leave has been enshrined in law since 1947: companies cannot force an employee to work if she asks to be on menstrual leave.
There is no limit to the number of days that can be taken for this type of leave, but it is generally unpaid.
Only some 30% of companies offer to fully or partially reimburse these periodic leaves, according to a study by the Japanese Ministry of Labor, carried out in 2020 on 6,000 companies.
This survey had then established that only 0.9% of eligible employees declared that they had taken menstrual leave.
South Korea: one day per month
In South Korea, employees are allowed to take one day of menstrual leave per month, which is unpaid. Companies that do not comply with the law are liable to a fine of 5 million won, or approximately 3750 euros.
This “leave rules” was paid until 2004, date of a major change in labor law.
According to a 2018 survey, only 19% of female employees say they use the right to menstrual leave.
Indonesia: one or two days per cycle
In Indonesia, a law adopted in 2003 provides for one or two days of paid leave at the start of the menstrual cycle, in the event of painful periods.
The law only obliges female employees to notify their employers of the date of taking these leaves. But the detailed implementation of this system is left to companies and their employees.
In practice, many companies allow only one day of menstrual leave or none by choosing to ignore the law.
Taiwan: maximum three days per year
Taiwan also recognizes the right to menstrual leave for female employees up to a limit of one day per month and a total of three days per year.
It is however possible for employees to benefit from more days of menstrual leave, but in this case they are counted as normal sick leave days.
These special days off are reimbursed, just like sick leave, as half-days worked.
China: recommendations
In China, there is no national law on menstrual leave, but recommendations from the Ministries of Health and Labor to grant one or two days of sick leave, on medical certificate, to women suffering from very painful periods.
Zambia: “Mother’s Day” since 2015
A southern African country, Zambia passed a law in 2015 granting women the right to menstrual leave which allows them to take an extra day off per month, without notice or a medical certificate in the event of painful periods.
Nicknamed in the country “Mother’s Day”, menstrual leave is generally accepted but some employers remain reluctant and require, for example, that women give notice.
“Some companies don’t even want to hear about the fact that their employees are entitled to Mother’s Day”explains Ruth Kanyanga Kamwi, communication specialist and feminist activist. “But thanks in particular to the unions, more and more employees are exercising their right”she points out.
Several companies around the world
Several companies around the world offer their employees the possibility of taking menstrual leave. The movement is recent with announcements made in recent months or years.
Thus, the Australian pension fund Future Super, the indian delivery company Zomato or the French furniture manufacturer Louis offer six, ten or 12 days of additional paid leave per year to their employees suffering from painful periods.
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