On the benefits of paid leave for menstruation, menopause and miscarriage

Trigger Warning: This article contains brief mention of pregnancy loss and may be difficult for some readers.

FOR PEOPLE WITH PERIODS, the impact that menstruation can have on your daily life is well-documented. We talk about it on social media, we agonise over it with friends, and we discuss it in hushed conversations with colleagues when the discomfort is so bad we have to take a sick day.

Over 90 per cent of those under 25 who menstruate report regular period pain. For some, the pain and/or discomfort can be so bad that it renders them unable to focus and perform, which when it comes to work, is less than ideal — for both employee and employer.

Yet, despite the widespread impacts of period pain, discussions around menstruation — as well as other women’s health issues such as miscarriage and menopause — are relatively taboo, particularly in the workplace.

Back in May 2022, Spain announced a draft bill to introduce menstrual leave for women with severe period pain. Recently, conversations have emerged indicating that Australia could be following suit.

In light of the news, we turned to someone with the lived experience of working for an organisation that already has a dedicated menstrual policy with some questions.

Homegrown underwear brand Modibodi is among the few Australian corporations with a clear menstrual policy. The policy entitles “its employees to paid leave explicitly for menstruation, menopause and miscarriage, in addition to the company’s existing sick leave entitlements… Employees will accrue an additional 10 days paid personal leave per year for menstruation, menopause discomfort or in the event of a miscarriage.”

Below, we asked Sarah Forde, Head of Sustainability and Public Affairs at Modibodi, to weigh in on the conversations around widespread menstrual leave in Australia.

Related: Could we be getting menstrual leave in Australia — and what would it look like?

How can paid menstrual leave impact productivity?

In an effort to break taboos and address bias in the workplace for women, last year we introduced paid menstrual, menopause and miscarriage leave to all Modibodi staff. The policy allows employees to have the option to take paid leave days for either menstruation, menopause or miscarriage.

Feedback from employees has been extremely positive. Staff has revealed that the policy has helped them feel less guilty, ashamed, and more comfortable because they could actually rest and recover, without worrying about work, or what colleagues may think.

By offering our employees the support they require when they require it, we have seen an uptick in all staff feeling empowered to speak up about their health concerns. For the employees who have taken up the leave, they feel less ashamed and are no longer suffering in silence.

It’s CRUCIAL to keep the CONVERSATION GOING so that menstrual care and self-care become COMMONPLACE

Do you think paid menstrual leave should be mandatory by law?

A policy that acknowledges the need and very real impact of menstruation, menopause, and miscarriage on an employees’ wellbeing is crucial for business inclusivity and diversity. This type of policy does more than address these real health issues it also encourages and creates an accepted space for other important women’s health conversations.

In our experience, broad and open discussions with the wider workforce will shape what the policy might look like and how it could work. It needs to be genuine and established with the understanding that people can access it openly when they need it without stigma or repercussions. Authenticity of such a policy is vital for its success.

Workplaces need to understand that for some people, the symptoms they experience during menstruation, menopause or miscarriage are significant and have emotional and physical challenges and for some people, it is not possible to ‘just put up with it’ or ‘just get on with it.’ It’s important to all of us at Modibodi to give staff the option to take paid leave days when needed.

It’s crucial to keep the conversation going so that menstrual care and self-care become commonplace at work, home, and school. To do this, we as individuals, parents, friends, and colleagues need to work together to replace shame with understanding and compassion.

Is a one-size-fits-all approach to this leave adequate? If not, why is a nuanced approach important?

In our business, we’re constantly engaged in conversation with people about their experiences of menstruation, including those suffering debilitating conditions such as endometriosis, adenomyosis, dysmenorrhea, premenstrual dysphoric disorder and more. We understand that for some people the symptoms they experience are significant.

Depending on the needs of your employees, the requirements of this leave can potentially look different. I don’t believe this policy plays into the stereotype of women needing extra TLC, time off, or special treatment, nor should it impact a company’s likelihood to hire or promote female staff. Painful periods are a medical condition experienced by some, but not all people who menstruate, and the idea that companies might use this argument to not implement a policy that supports their staff seems regressive in itself.

EVERY individual’s EXPERIENCE is DIFFERENT

How can paid menstrual, menopause and miscarriage leave remove stigma around women’s health issues?

Modibodi’s vision is to break the stigma around menstrual health topics and lead discussions to encourage people to openly discuss their health. Over half the population has periods and will experience menopause at some stage of their life, and it is reported that 1 in 5 women trying to fall pregnant will experience a miscarriage. These are common experiences, that can be associated with emotional or physical discomfort and be embarrassing or difficult to manage within the workplace. Creating a supportive environment that allows people to take leave or work from home, instead of feeling like they need to hide the pain, or have awkward conversations creates a more positive and productive environment.

We’re acknowledging the fact that every individual’s experience is different, and we believe having a specific policy further helps encourage open and knowledge building conversations.

A number of Modibodi employees have utilised the policy, with staff expressing they feel valued and empowered to speak up about menstrual health concerns. Hear them talk about this leave policy on our Instagram.

Any other comments?

Our mission at Modibodi is limitless positive impact, and one of our goals is to openly discuss and champion honest conversations on women’s health topics to help normalise these very natural or common things that happen to our bodies. This policy really enables us to do that, both our current team and prospective candidates can really see that as a brand we are living out these Modibodi values authentically.

This interview has been edited for length and clarity.