Female Employees Can Enjoy 1-2 Days’ Leave in Shanghai IF。。。

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Female Employees Can Enjoy 1-2 Days' Leave in Shanghai IF...

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"Can you take leave for menstrual cramps?" This question, once whispered quietly among colleagues, is now gaining official recognition in many parts of China. Recently, the Yunnan Provincial Government announced a groundbreaking policy, affirming that female employees diagnosed with severe menstrual cramps can apply for a one to two-day leave during their period. This regulation, effective as of November 1, 2024, has sparked a wave of interest and discussion on the concept of "menstrual leave" across the nation.

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What the Policy Says

According to the new regulation, women suffering from severe menstrual pain, confirmed by a medical or maternal health institution, are eligible for a brief leave of absence—up to two days. 

The roots of this policy trace back to 1993, when a similar initiative was introduced jointly by the former Ministry of Health and several other departments. This initial policy was designed to protect female workers by allowing leave for severe menstrual pain or excessive bleeding, setting a foundation for the policies we see being adopted today.

Over time, many regions have followed suit, each adopting their own versions to ensure these rights are recognized. From Beijing and Shanghai to Jiangsu and Sichuan, nearly 20 provinces have included menstrual leave provisions in their local labor protection policies, aiming to address and accommodate women's health in the workplace.

Regional Efforts to Support Women's Health

Different provinces have crafted unique regulations to better support female employees. For instance, Shenzhen explicitly reiterated in 2022 that women experiencing severe menstrual pain or heavy bleeding could apply for up to two days of leave. Meanwhile, provinces like Liaoning have also implemented similar rules, clarifying that workplaces should accommodate these health needs.

In some regions, additional conditions apply, particularly for women in physically demanding jobs. For example, in Ningxia, women who work standing for long hours are granted rest breaks every two hours during their period, adding a more nuanced layer to the support available.

Challenges in Implementing Menstrual Leave

Despite the widespread introduction of these policies, implementing menstrual leave effectively is not without obstacles. Professor Shen Jianfeng of the Central University of Finance and Economics points out that while policies exist, they're often difficult to enforce in real-world settings. Women have reported facing challenges such as the need to visit hospitals to validate their pain, reluctance from supervisors to approve requests, and even workplace stigma or discrimination as a result.

In some areas, the lack of clarity around salary and benefits during menstrual leave further complicates matters. Although some provinces have stipulated that pay should remain unaffected during such leave, others have left this point ambiguous, leaving employees uncertain about potential financial consequences.

Public Reactions: Strong Support, But Some Doubts

The news has been met with applause from many, who view the policy as a positive step toward acknowledging and accommodating women's health in the workplace. Yet, there are those who express skepticism, noting that while the policy is valuable, securing approval for such leave may still be challenging.

For now, as China's cities and provinces take strides toward supporting women's health rights, this new chapter of menstrual leave policies holds the potential to improve workplace inclusivity and understanding for women across the country.

Source: 上观新闻

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