Policy

1. Introduction

 Menstrual leave is a business benefit that allows employees who have uncomfortable menstrual or menopause symptoms to take additional paid leave days each year, in addition to nationally mandated vacation or sick leave. It is a step toward recognition of the physical and mental obstacles faced during menstruation.

2.  Purpose

To promote employees’ health and well-being by offering dedicated leave for menstrual health difficulties, hence creating a more inclusive and supportive work environment.

3.  Eligibility

All full-time, part-time, and temporary female employees, including those who identify as women and non-binary individuals going through menstruation. 

4.   Leave Entitlement

•  Employees are entitled to up to two days’ paid menstruation leave every month.
• Carryover: Unused menstrual leave days cannot be carried forward to the following month or accumulated.

5. Procedure

• Menstruation leave should be reported to HR and direct supervisors as soon as possible. Provide people with at least 24 hours notice if possible.
• Documentation: A doctor’s note is not necessary. However, in circumstances of prolonged or frequent absence, further documentation may be required to ensure adequate support and prevent exploitation.

6. Confidentiality    

 All menstrual leave-related information will be kept strictly confidential. Managers and human resources professionals must handle such information with sensitivity and discretion.

7. Flexibility and alternatives

• Flexible working hours or remote work arrangements may be an alternative to taking leave, depending on the employee's comfort level.
• Medical help: Employees are urged to seek medical counsel and help for menstrual health concerns.

8. Non-discrimination

Taking menstrual leave will have no effect on performance evaluations, promotions, or other work advantages. The company is committed to eliminating all forms of discrimination and stigma associated with menstrual health.

9.  Review and adjustment

This policy will be reviewed annually or as appropriate to ensure that it fulfills the needs of employees and is consistent with corporate goals. Employee feedback will be considered during the review process.

10. Implementation

• Supervisors and HR officials will be trained on the policy to ensure they can effectively support employees.
• Communication: This policy will be disseminated to all workers via internal channels such as the employee handbook and corporate intranet.

11. Contact Information

 If employees have any queries or need further clarification on the menstrual leave policy, they should contact the HR department.