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The stigma surrounding measures is the greatest obstacle in the change of working conditions for women whose quality of life and productivity are affected by menstrual symptoms. Many women feel the need to get to work, even when they cannot work effectively and efficiently, because their symptoms are unpleasant. Rather, they must pretend that they are all right or that they have a bad day or just feel sick.
The parliament intends thus to bring about the Menstruation Benefit Bill, 2017 in order to curb the unnecessary taboo. This project has become a topic of worldwide prior attention. While some think it's a step forward, others believe it raises certain questions that the point of equal work on equal pay is defeated and biased.
The main question is - Will women feel comfortable enough to use the ‘period leave’ in a country like India where all the social taboos exist? We must not forget that the normal biological process should be viewed beyond gender and as embarrassing or ashamed of women, but we should tackle the real problem by minimizing taboos by expressing 'let us talk about periods.'
One such milestone example given by the Indian judiciary to help enhance the state of women within society is the phenomenal judgment of the Sabarimala issue where women who menstruate were now allowed to come into the temple. The situation is still far from over.
"Menstrual leave"- a new term in a people's vision dictionary
Menstruation is a normal biological process, especially in women who bleed 4-6 days a month. It is a dynamic body process stating that every woman's body has different experiences at various ages. Some may suffer painful clashes, tiredness, and back weaknesses while other women may have a little more difficulty. Menstrual leave is an optional paid or unpayable vacation in which a woman can take a day or two off of work during a menstrual period. Employers can play an important role in the upgrading and normalization of women's healthcare at work.
In some countries, such leave is paid, but this step is still unrecognized and awaited in some countries. India, too, is about to give such crucial issues importance. From the introduction by the Ministry of Labor and Employment of the Maternity Benefits (Amendment) Act 2017 and the Government's initiative to free the tax on sanitary pads as well as the revision of the guidelines for menstrual hygiene in rural areas, it is easy to see that India is a gradual nation not only that values women but also takes account of their serious needs by eradicating "periodic poverty."
Status of the menstrual leaves proposition in India and elsewhere
That might sound like news, however some countries have taken steps and India is now only one step away from this policy, which will be good for all workers in society.
Menstruation Benefit Bill, 2017
Ninong Ering, a Member of Parliament from Arunachal Pradesh, recommended the Menstruation Benefit Bill, 2017.
He proposed that women in both the public and private sectors should have a minimum of two days paid leave during their period of menstruation or be allowed to work from home.
It also looks at improving women's facilities at work.
The bill should also be extended to girls who study in 8th and higher schools.
These leaves are to be given without fail to all women and none are to be discriminated against based on their work. If a woman working in an enterprise has been granted a paid period of leave, a woman worker in a factory will have the same profit.
In addition to sick leaves, these leaves will be used.
However, the bill has not yet been adopted by Parliament but many people have welcomed this, and many rightly opposed it.
Countries that offer menstrual leaves
There are a number of countries that allow menstrual leaves to women, for example:
Indonesia – paying vacation two days a month.
South Korea- Since 2001, a policy for menstrual vacation was initiated and states that women must be paid for menstrual vacation.
Grants paid in Taiwan three days a month that is not to be matched by sick leaves.
A day off per month in Zambia.
Italy- is the first country in Europe to grant leave paid for the first three days.
Japan — this policy was launched in 1947 and Japan now obliges women to have paid menstrual leave.
In Philippines, France, Brazil and Hong Kong there are ongoing debates in order to pursue this same policy.
The positive aspects and the criticisms
This topic has two lines of argument.
First, many women security staff believe that 'first-day leave' is useful to deal with extreme pain and the embarrassment that blood-stained pants have.
Secondly, looking for an excuse is a major failure to make our call for clarification that we want more women to serve as women against the aspiring ones.
Both the pros and cons should be regarded as achieving and executing the right result.
The argument against menstrual leaves
The Critics argue that women also worked on their week and only because of the "feminist wave" that currently takes place in society did the idea of menstrual leave work.
It is claimed that this bill could lead to gender discrimination, as women receive pay even after they have taken one or two days off. The policy creates an enormous salary difference in the working sector between men and women.
Another argument is that - it will make women more vulnerable because companies would rather hire men than women. Why would a company want to have a females employee who can discharge her full pay, except for the sick leave, at least twice a month or can go on maternity leave, instead of the female employees, it cannot cut her pay. The company can't do this!
Finally, the stereotyped image of women in society becomes worse than that of women who are too sensitive, too emotional, or even too costly to be employed.
The argument for menstrual leaves
Menstruation often creates a silence in the room. The vague and smiling expression of the face is not only humiliating, it also causes insensitive embarrassment. It has always been an uncomfortable and unforgiving subject that is not often debated with men in school or at work.
Why is society giving women a hard time to understand that she is painful due to her time?
The argument concerning the discriminatory character of the policy can be challenged by the constitutional provision referred to in Article 14 which refers to "equality before the law," and when there are rules to monitor all employees ' behaviour, equal rights shall be exercised. As men do not have menstruation, the biological structure of women who have no choice will not be delayed. Exception 15(3) of Article 15(1) of the Indian Constitution, which gives the legislature the right to make regulations and specific provisions for positive discrimination in favour of the patriarchy that is, women and children, is a matter for the menstrual leave policy. Moreover, in accordance with the Directive on State Principles (DPSP), Article 42 of the Indian constitution gives the State authority to ensure that the conditions for work and the relief of maternity of women are fair and reasonable.
When action is taken to give women importance in the workplace, not only does the culture of empathy help, but also openness within the organization that gives women's employees a safe and comfortable environment. The provision of paid leaves should not, but should be regarded as a basic necessity for every woman. It will be a bonus to recognize women as normal people. It will be a step forward.
India's initiatives to curb the stigma of menses
Some of the Indian government and Indian companies' have started remarkable initiatives in promoting healthcare of working women, not only preserving their dignity in a patriarchal society but also have helped to reduce menstrual taboo and stigma around it. The initiatives as follows:
Surprisingly, since 1992, Bihar's government is the only Indian state to offer women two days' leave. Without giving any prior reasons, the woman can take off on her respective days.
The Kerala government raises its voice on introducing and applying paid menstrual leaves as well.
In 2017, the first in India to introduce leave for employees was a Mumbai-based media company named "Cultural Machine." There are 75 female workers in the company. The Company also launched a motion on Change.org to implement FOP (the first day of the leave) throughout India, for the Ministry of Women and Child Development and for the Ministry of Human Resource Development. So far, more than 20,000 signatures have been received.
'Gozoop' has also implemented a menstruation leave policy in Mumbai, a digitally integrated communication company.
From 1 January 2019, FlyMyBiz, a digital media enterprise located in Kolkata, is to offer women workers additional leaves. This is in operation for a year now. After two businesses based in Mumbai that are cultural machinery and Gozoop, this company became a first in Kolkata and a third in India. Samyo Dutt, the company's founder and CEO, said that all women's holiday-time staff are set to leave 12 extra days.
The CEO of a famous food supply company, Deepinder Goyal, announced that all women and transgender workers working in “Zomato” will receive a 10-day extra salary annually, under the new policy for a period, on 8 August 2020. This would not be part of the sick leaves category. This promotes a culture of confidence, trust, and acceptance in their opinion.
Bhautik Sheth, the founder of a firm called 'iVIPANAN' in Surat, declared a 12-day leave to her employees on 9 August 2020 in the footsteps of aggregator Zomato. The company was founded in 2014 and employs a total of 9 people, eight of whom are women.
Since 2007, 'Nike' has offered periods for her female employees as a very famous brand.
'Thomson Reuters Foundation' – A India digital media company offers female employees 'menstrual leave' as part of their official policies and calls on the authorities to enact legislation that allows all working women the option to leave work on the first day.
The startup 'Horses stable,' which was started in Bangalore, now offers two days' leave for its female workers. They not only offer Rs 250 allowance but also ensure that the duration of two stressful days is passed by women with ease.
'ARC' has already paved the way for period policies, three years old market and strategic consulting start-ups in Hyderabad.
The company based in New Delhi named 'W&D,' also called 'Wet and Dry,' begins with the menstrual leisure policy. This company produces hygiene products for women like cleaning of intimate areas, pads and so on.
The start-up 'Magster' in Chennai also joined the competition to raise their female employees. The company currently employs 65 people, 20 of whom are female employees.
'Mathrumbi' has brought leaves from Kerala’s TV media group, which benefit about 50 women currently in use on the television channel.
Conclusion
We are at an age where science and religion have never been developed before. We live in an era of promises and opportunities for ourselves. For an hour it is necessary to pay attention to the health of women at both private and public places where women work.
The Menstruation benefit bill has gained momentum and various views. The opposition people argued that the pay gap between female and male employees could be increased. The biological differences of men and women need to be taken into account. Menstruation is something that is only true for women. It is a unique part of the fact that it does not imply the inequality of gender.
It is the crying need of an hour to start seeing menstruation as no longer a taboo, but a respectful biological fact of the women’s body.
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