Paid Menstrual Leave- A demand that could hamper gender equality

Source: This post on Paid menstrual leave- A demand that could hamper gender equality the has been created based on the article “A demand that could hamper gender equality” published in “The Hindu” on 9th February 2024.

UPSC Syllabus Topic: GS paper 2 -Issues Relating to Development and Management of Social Sector/Services relating to Health, Education, Human Resources.

News-The article highlights the arguments against the paid menstrual leave which may hamper gender equality. Paid menstrual leave

What is the status of menstruation in India?

The most recent National Family Health Survey (NFHS) report has highlighted that approximately 50% of women between the ages of 15 to 24 in India continue to rely on the use of cloth for menstrual protection.

What are the arguments against paid menstrual leave?

1. Health view: Menstruation is not a handicap that warrants special leave. This view posits that it should be managed like any regular health issue.
2. Workplace Discrimination: Providing menstrual leave may unintentionally lead to discrimination against women in hiring or promotions. As employers might perceive that they will be available for less time.
3. Stigma and Embarrassment: Special leave policies could reinforce the stigma around menstruation, making it a publicly known issue and potentially causing discomfort.
4. Widening gender gap: World Economic Forum’s Global Gender Gap Report 2021 says that the gender global gap has widened (instead of shrinking). The addition of mandatory paid leave for periods may further widen this gap.

5.Case of Japan:  Japan provides leave for painful menstruation- but it is mostly unpaid, and unused. Data shows that a mere 0.9% of women in the workforce avail menstrual leave days in Japan. As per the World Economic Forum’s ranking in 2019, Japan ranked 121 out of 153 in terms of gender equality. Thus, paid menstrual leave is not a panacea to enhance economic freedom of women.

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What are the arguments in support of paid menstrual leave?

1.Constitutional Mandates: Various constitutional articles such as article 15(3), article 46 have special provision for ensuring equality and dignity of women.

2.Enhanced Productivity and Equity: By providing paid leave during menstruation, workplaces become more inclusive. This enhances productivity and comfort of women workers.

3. Breaking Gender Stereotypes: This policy can be seen as a step towards shattering the taboos associated with menstruation.

Conclusion– Recognizing the diverse nature of menstrual experiences is essential. Tailoring support and being accommodative on a case-by-case basis promotes inclusivity. However, menstruation should not be termed as a blanket biological disadvantage.