Let’s talk periods because let’s face it, they’re a thing. And sometimes, that thing can be a real party pooper. Menstrual leave is like a superhero cape for those days when your body feels like it’s hosting a personal hurricane.
Believe it or not, offering your employees a little time off when Mother Nature decides to unleash her inner tornado can be a brilliant business move.
Happy Employees, Happy Business
When your team feels good, they do good. Menstrual leave isn’t about free time; it’s about showing your employees that you care about them, not just their productivity. Imagine a workplace where everyone feels supported and respected – sounds almost too good to be true.
- Bye-bye, absenteeism: When cramps hit harder than a brick wall, it’s tough to focus, particularly when dealing with added problems like endometriosis or anemia. Menstrual leave means fewer surprise absences and a happier, healthier workforce.
- Work-life balance, upgraded: Balancing work and personal life is already a tightrope act. Menstrual leave gives employees a little extra wiggle room to handle it without feeling stressed.
- Stop the faking: We’ve all been there – powering through a day when you’d rather be curled up with a heating pad and painkillers while doubled over with cramps and secondary symptoms like back pain and headaches. Menstrual leave means no more pretending to be okay when you’re not.
Attract and Keep the Best Talent
Word spreads fast about companies that treat their employees like humans. Offering menstrual leave is like putting up a neon sign that says, “We care about you!”
- Be the cool kid on the block: In a competitive job market, standing out is key. Menstrual leave shows you’re not afraid to be different and that you value diversity and inclusion.
- Say goodbye to goodbyes: Happy employees stick around. When people feel supported and valued, they’re less likely to jump ship.
- Gen Z approved: Younger generations are all about social responsibility. A menstrual leave policy shows you’re considering your employees’ health with updated policies and not simply doing things the way they have always been done..
How to Start
Implementing menstrual leave might seem like a big deal, but it doesn’t have to be complicated. It will, however, require open communication.
- Clear the air: Talk to your team about the policy. Be open, honest, and ready to listen to feedback.
- Keep it flexible: Not everyone’s period is the same. Offer options to accommodate different needs. Consider offering a tiered leave system based on the severity of symptoms.
- Break the stigma: Let’s normalise talking about periods. It’s a natural part of life, and there’s nothing to be ashamed of.
By offering menstrual leave, you’re not just checking a box; you’re investing in the future of your company.
