Leila Moosa of Cliffe Dekker Hofmeyr writes that as the emphasis on diversity and inclusion in workplaces gains momentum globally, some employers have elected to provide their employees with the benefit of menstrual and menopause leave.

Spain recently approved legislation that entitles relevant workers, who have medical approval, to menstrual leave. The list of nations that legally recognise menstrual leave in some form include Japan, Indonesia, Taiwan and Vietnam. While the SA government and the labour environment more broadly have yet to consider the implementation of menstrual leave or leave entitlements aligned with physiological fluxes such as menopause, the introduction of menstrual leave is said to be a welcome and progressive enhancement of workplace accommodations that recognise forms of temporary incapacity, due to biological processes, such as dysmenorrhea, that affect women. This advances gender equality and normalises menstruation in the workplace and the effects it may have on women. Moosa points out that if an employer is considering implementing a menstrual leave benefit, it is important that it considers all the relevant factors. An employer will need to determine what would be a reasonable leave entitlement and whether this entitlement can be accumulated monthly. Whether an employee will require medical approval to access the leave will also need to be determined. Given that the nature of the leave has implications on privacy issues, employers must be both sensitive to and cautious around requirements for an employee to confirm menstruation or gender identity. Also, employers should guard against the possibility that menstrual leave may reinforce false and sexist positions relating to workplace productivity and people who take menstrual leave should not be prejudiced in terms of promotion and work opportunities due to an increase in time off from work.

• Read Leila Moosa’s full article at Fin24

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