The Huffington Post
Expert comment from Dr Amanda Shea , who holds a PhD in molecular biology and has contributed to ovarian cancer research and is the chief science officer at period and cycle tracker app Clue . This January, a menstrual leave petition asking the government to “introduce statutory paid menstrual leave of up to three days per month for people with conditions such as endometriosis and adenomyosis” was launched. It has since passed 100,000 signatures, and so has met the threshold for parliamentary debate. The topic will be debated in Westminster Hall. Menstrual leave already exists in countries like Spain, Portugal, Taiwan, Zambia, and Vietnam. But in, e.g., Spain, the law has “hardly been used”, The Guardian reports. HuffPost UK spoke to Dr Amanda Shea, who holds a PhD in molecular biology and has contributed to ovarian cancer research, about how to make laws like these more effective. The broader culture needs to change Menstrual leave policies like those introduced in Spain and Portugal “appear progressive” and “mark an important step in acknowledging menstrual and reproductive health at policy level,” Dr Shea said. “Yet early reports suggest uptake has been low, likely due at least in part to persistent stigma, fears around job security, and concerns around being seen as unreliable or unproductive. “This raises the question: are these policies truly helpful, or are they symbolic gestures that signal progressiveness without addressing the deeper cultural changes that are needed?” That’s not to say that paid menstrual leave couldn’t be beneficial. As Dr Shea told us, “Menstrual pain and related symptoms can be genuinely debilitating and they deserve to be taken seriously. For some, menstrual symptoms can significantly affect their ability to work, and time off may be necessary, just as it would be for any other health condition”. Her workplace, Clue, already uses paid menstrual leave. It’s not about discouraging laws which could make the lives of those suffering from painful conditions easier. Sarah Ottawa, the chief people officer at the company, said that the policy has gone down well with employees, adding that her team “were very intentional about making the policy clear and stigma-free”. But, Dr Shea said, more broadly. “The reality is that culture needs to evolve to match the intent of the policy. Many people still don’t feel safe disclosing menstrual pain, let alone using menstrual-specific leave. Without strong protections against discrimination, clear leadership support, and more open conversations about menstruation, these policies risk falling short. “Importantly, supporting menstrual and reproductive health will require more than a single policy. It calls for systemic change that includes better health education, more research into female-prevalent conditions and treatment options, and improved access to quality care.” Not all people with period conditions have a diagnosis, and not all women’s health issues take the form of period conditions Then, there’s the fact that paid period leave would only cover those with diagnosed conditions. We know that women’s health issues remain disproportionately ignored and undiagnosed. “Workplace policies are just one part of the bigger picture, and when they focus solely on leave, or apply only to a narrow set of symptoms or diagnoses, they risk excluding many people, reinforcing that pain should be endured in private, and missing the wider challenges people face in managing their health.” Take, for instance, PMDD , which can leave people in serious distress and is period-related but often happens days before menses begins. “People with autoimmune diseases like lupus or rheumatoid arthritis, digestive conditions like IBS, or menstrual migraines often experience symptom flare-ups during certain phases of the cycle,” the expert added. “It’s also important to dispel the myth that all menstruators need leave. Most don’t experience severe symptoms, and policies should reflect that menstrual experiences vary widely. Often, more flexible and inclusive solutions – like the ability to work from home, adjust hours, or take time for medical appointments – can be more effective.” Those needs often extend beyond periods to fertility treatments, miscarriage recovery, postpartum support, and perimenopause care, too. How can paid period policy be most effective? As we’ve said, paid menstrual leave can be a great step forward. But to make it most effective, Clue’s reproductive health specialist, Eve Lepage, said: “A thoughtful menstrual leave policy would be one that recognises menstruation as a spectrum of experiences, from regular, manageable cycles to severely debilitating symptoms due to conditions like endometriosis, adenomyosis, or PMDD. “It would offer flexible, non-discriminatory support.” Her suggestions include: Leave it as an option, not a rule. People should be able to take time off when they need it, but it shouldn’t be assumed that everyone will or should. No requirement for proof or disclosure. Many people never receive formal diagnoses, often because of barriers in the healthcare system. Requiring a doctor’s note just to access support can leave people behind. Integration into broader wellness support. Menstrual leave should exist alongside things like flexible hours, remote work options, mental health days, and reproductive health leave, so it reflects the full range of cycle-related needs. Education to reduce stigma. Workplace education should accompany the policy to challenge outdated views of menstruation as shameful or disruptive. Inclusive language and design. Not all people who menstruate identify as women, and policies should reflect that. Related... Calls For Paid Period Leave Are Gaining Traction In The UK Should The UK Introduce ‘Menstrual Leave’? Yes, But There's More Work To Do The 5 Things A Period Expert Wishes You Understood About Your Menstrual Cycle
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