Rules and Guidelines
Want to participate in the discussions? Please read our Community Rules and Guidelines. Need some help? Visit Support and Answers.

  • State Not Answered
  • Locked Locked
  • Replies 18 replies
  • Subscribers 15 subscribers
  • Views 862 views
  • Users 0 members are here
Options
You may also be interested in
This discussion has been locked.
You can no longer post new replies to this discussion. If you have a question you can start a new discussion

Menstrual Leave: Extra 3 days paid leave a month for Italian women may become law

Amber Thomas
Has anyone else seen this...?


Italy might soon become the first Western country with an official “menstrual leave” policy for working women. The lower house of Italy’s parliament has started discussing a draft law that, if approved, will mandate companies to grant three days of paid leave each month to female employees who experience painful periods. “It has been shown that women who suffer severe pain during their period are much less productive in these days,” said Simonetta Rubinato, a politician who put the law forward with three other female lawmakers. “Recognising their right to be absent from work during that time means they will be much more productive when they return.”


Some fear that the law might backfire, penalising women in a country where they are already struggling to participate in the workforce. If women were granted extra days of paid leave, wrote Lorenza Pleuteri in Donna Moderna, a women’s magazine, “employers could become even more oriented to hire men rather than women”.


Italy has one of the lowest rates of female participation in the workforce in Europe. Only 61 percent of Italian women work, well below the European average of 72 per cent. This is due in part to employers’ reluctance to hire women and retain them after they become mothers. According to a report by ISTAT, Italy's national bureau of statistics, almost one-fourth of pregnant workers are fired during or right after their pregnancies – even though doing so is illegal.


Menstrual leave has been a legal right for Japanese women since 1947, but fear of social stigma means many will not take it. “If you take menstrual leave, you’re basically broadcasting to the entire office which days of the month you have your period,” said Kyoko, a professional woman in her 30s, who asked for her real name to be withheld. “It’s not the sort of thing you want to share with male colleagues, and it could lead to sexual harassment.”


Some UK companies are also starting to offer this policy. Read more: 





Would be interested to hear thoughts on this. Is this a step towards equality and greater flexible working policies or a step backwards by marking women as incapable 3 days a month? Would you be comfortable with your colleagues (and possibly your clients) knowing your personal bodily functions? Would extra time off cause resentment from male colleagues/managers? Or from female colleagues/managers who choose not to take it? Would the potential for women to take extra days off mean employers would be less likely to hire/promote women in the first place?
Parents
  • 0

    Stephen Booth:


    Also, there are roughly 30 days in the month so, as an employer, do I want to lose a loyal employee for 100% of the month, when I can have them for 90% of the month, over something that isn't their fault, is likely to reduce with time and only impacts them 10% of the month?  Or do I want to be the employer who attracts and retains top talent because I treat them with understanding and humanity?




    This is a good point, but if you are the employer that could hire a person who would be there 100% of the time or hire a person who would be there 90% of the time, who would you pick? Do you think that hiring practices would be influenced by a change in the law like this? If employers know that in hiring a woman, there is potential for them to be out of action 3 days a month (during which time you would still have to pay them), then would that employer be more likely to favour hiring men instead? If so, then a woman might not have the opportunity to prove herself a loyal employee as it might be harder to get a foot in the door in the first place...


    Even if both were hired, I'm not sure how I would feel about having 28 days of annual leave and working alongside someone doing the same job on the same pay who would have more than double that amount of paid time off... Would flexible working be fairer/less likely to introduce frictions in the workplace? eg. employees can have the time off, but would make up the hours later when they were feeling better.

Reply
  • 0

    Stephen Booth:


    Also, there are roughly 30 days in the month so, as an employer, do I want to lose a loyal employee for 100% of the month, when I can have them for 90% of the month, over something that isn't their fault, is likely to reduce with time and only impacts them 10% of the month?  Or do I want to be the employer who attracts and retains top talent because I treat them with understanding and humanity?




    This is a good point, but if you are the employer that could hire a person who would be there 100% of the time or hire a person who would be there 90% of the time, who would you pick? Do you think that hiring practices would be influenced by a change in the law like this? If employers know that in hiring a woman, there is potential for them to be out of action 3 days a month (during which time you would still have to pay them), then would that employer be more likely to favour hiring men instead? If so, then a woman might not have the opportunity to prove herself a loyal employee as it might be harder to get a foot in the door in the first place...


    Even if both were hired, I'm not sure how I would feel about having 28 days of annual leave and working alongside someone doing the same job on the same pay who would have more than double that amount of paid time off... Would flexible working be fairer/less likely to introduce frictions in the workplace? eg. employees can have the time off, but would make up the hours later when they were feeling better.

Children
No Data

Community Rules & Guidelines