Why Spain’s period leave plan should be brought to Australian workplaces

Spain is introducing three days of paid leave every month for those with debilitating periods. We should do the same, writes Emily Olle.

When I said the word ‘period’ around the office, I was met with a few disgruntled sighs and some faces of disgust.

Typically a taboo topic in the workplace, menstruation remains an ‘icky’ thing to bring up.

This might be why, although 77 per cent of Australian women say period pain has affected their ability to work, just 36 per cent have ever told their employer about it.

That’s all about to change in Spain. Last week, the Spanish government announced it would be introducing a three-day ‘period leave’ policy – making it the first European nation to enshrine menstrual leave as a workplace right.

The laws have been met with outcry, saying they would leave those without painful periods – or periods at all – with additional work, or give an excuse for people to take leave carte blanche.

Now, no-one is suggesting that those visited by Aunty Flo are simply taking a three day, margarita-filled siesta as their non-period-having counterparts grind out the extra hours.

Spain’s secretary of state for equality, Angela Rodriguez, said leave would require a doctor’s note and be restricted to those with debilitating symptoms.

Given the breadth of uterus’ out there, studies suggest just five to 10 per cent of the menstruating population experiences periods severe enough to fulfil that criteria. Most wouldn’t even touch the policy.

I am a lucky, low-tier period sufferer. My side effects are uncomfortable cramps and sometimes crying at that McDonald’s ad with the pickles and ice-cream.

But I’ve seen friends and colleagues forced to the bathroom, tearful with nausea and crippling pain, and housemates unable to get out of bed in the morning, paralysed as their body essentially turns itself inside-out.

Most of them have already used their sick leave for period-related issues, meaning annual leave or leave without pay becomes the only option should they get ill otherwise. For them, this would be life-changing.

Most of the workforce would remain untouched by the policy, but it would be life-changing for those who need it.

But people who, outside of this debate, would find even the word ‘period’ repulsive, are saying, “but perdon! What about us, por favor!”

Isn’t this discrimination? Well, yes. But it’s about equity, not equality.

Equality means that everyone is given the same opportunities and resources. Equity, on the other hand, accounts for different barriers and challenges that groups or people may face.

In the real world, no two people are the same. To give everyone the same opportunities, we need to account for differences – including biology.

Of course, non-menstruators could seek period leave. So long as they also accept the once-per-month bleed, crippling pain, headaches, nausea, and being forced to explain why the pickles and ice-cream ad made them cry yet again.

Then, potentially, pregnancy, birth, breastfeeding, irrevocable changes to their bodies, menopause and, of course, navigating a career on top of all that.

Some women are left debilitated by their monthly cycles.

Not so tempting now?

If there was a similar ailment which affected those without periods, then that would deserve additional leave too.

What about employability? One of Spain’s major labour unions even slammed the draft legislation, warning it could lead to stigmatisation and discrimination.

But change doesn’t come from ‘whattaboutery’. It comes from doing. Employers could discriminate, but then we put better checks and balances in place to prevent that.

Step one to breaking the stigma around an issue is to talk about it. Step two is to act on it.

So I say – let’s chat periods. And maybe take a leaf out of Spain’s book.

I’ll take the siesta while we’re at it.