In recent discussions among female workers in China, the topic of “period leave” has garnered notable attention. This proposed measure would allow women to take time off to manage menstrual pain. However, experts argue that without firm legal backing from the State, the practical implementation of such a policy remains fraught with challenges.
Zhang Qi, a 28-year-old salesperson from Beijing, shared her perspective on the potential benefits of period leave. “I’d never heard of period leave untilI saw discussions on Weibo earlier this year. If it became a reality, it would be a significant workplace benefit,” she remarked. Zhang often experiences severe lower back and abdominal pain during the initial days of her menstrual cycle, making her retail job particularly difficult during this time. “Many of my colleagues also suffer frommenstrual pain, but we often endure it because taking sick leave results in a pay deduction,” she explained.
Some regions in China have initiated steps towards recognizing period leave. Guidelines aimed at safeguarding women’s rights to paid rest during their menstrual cycles have been issued in various provinces and cities. Yet, experts caution that these documents lack legal enforceability, rendering them largely advisory and ineffective in practice.
For instance, in 2017, Zhejiang province implemented labor protection guidelines that require employers to grant up to two days of paid leave for women experiencing severe menstrual discomfort or heavy bleeding. Similar policies have emerged in other areas, including Shanghai, Guangdong, and Jiangxi, though specifics about the duration of leave and compensation can differ significantly from one jurisdiction to another.
The concept of period leave is not new in China; it traces back to the 1990s when several government agencies, including the All-China Federation of Trade Unions, mandated such provisions under specific conditions, provided women could present a hospital diagnosis. A more recent regulation introduced last year also brought period leave into the spotlight, albeit in a non-legally binding context.
Yao Junchang, a legal expert from W&H Law Firm in Beijing, noted, “Unlike marriage or maternity leave, period leave lacks a clear definition in China’s labor laws.” He emphasized that current policies are merely advocacy tools without mandatory enforcement, complicating the process for women seeking to take this type of leave.
As it stands, many women resort to taking sick leave for menstrual pain. However, Yao pointed out that acquiring a medical diagnosis can be cumbersome, and employers may still deny leave requests due to the lack of legal requirement for period leave.
In addition, Wang Yu, a doctor at Beijing Obstetrics and Gynecology Hospital, highlighted that menstrual pain is often dismissed as a normal experience, leading to a lack of serious consideration in the workplace. She advocates for women experiencing significant discomfort to seek medical advice, as persistent pain can signal underlying health conditions. Even in cases where no serious illness exists, Wang notes that menstrual pain can adversely affect a woman’s daily life, including work and studies, warranting greater societal awareness and support.
