Can menstrual leave work in Namibia?

Written by Staff Reporter

Menstrual symptoms, such as cramps, fatigue, and headaches, can significantly impact women’s ability to work efficiently, and providing menstrual leave can allow them to rest and recover, leading to better performance when they return to work. The concept of menstrual leave is not new, but it has gained renewed attention as more companies are recognising the impact that menstruation can have on women’s health and well-being. In this article, we will examine what menstrual leave is and how it has been implemented globally. We will also provide recommendations on how this policy can be implemented in African countries such as Namibia.

Menstrual leave

Menstrual leave policies enable women to take time off from work during their menstrual cycle. The purpose of this policy is to provide women with the necessary time and space to manage their menstrual symptoms without having to worry about the impact it may have on their work performance. Menstrual leave is not a new concept, and it has been implemented in different parts of the world in various ways.

Global implementation of menstrual leave

Several countries have implemented menstrual leave policies in recent years. However, the concept is not new. For instance, in Japan menstrual leave is a statutory right since 1947 and in South Korea, menstrual leave has been a policy in some companies since 2001. Indonesia, Taiwan, and several other countries have also implemented menstrual leave policies. In Italy, menstrual leave was proposed in 2017, but it was not passed into law. Spain introduced a national law on menstrual leave in March 2021. The law allows women to take up to four days off work per menstrual cycle, but it is not mandatory for companies to provide paid leave for this purpose. The law has been widely debated, with some arguing that it reinforces gender stereotypes and could be discriminatory.

Implementing menstrual leave in Africa

In Africa, menstrual leave policies are not widespread, but several organizations and companies have started to implement menstrual leave policies, but there is still a long way to go. For instance, Zambia introduced menstrual leave for female employees in its public service in 2017, allowing women to take one day off per menstrual cycle. In 2018, Uganda’s parliament passed a law that allows female employees to take up to four days of menstrual leave per month. Some private companies in Africa, such as Kenya’s K24 TV, South African chapter of global accounting firm PwC, and Nigeria’s Co-Creation Hub, have implemented menstrual leave policies. In addition, some unions in South Africa have called for menstrual leave to be included in the country’s labor laws. While menstrual leave policies in Africa are still relatively uncommon, there is growing recognition and awareness of the need for such policies to support women’s health and well-being in the workplace.

The case of Namibia

Namibia does not currently have a national menstrual leave policy. However, there have been discussions about the need for menstrual leave in Namibia, with some activists and lawmakers calling for the government to introduce a policy. In 2019, a member of Namibia’s parliament at the time, Agnes Limbo, proposed a motion that would give women working in the public sector five days of menstrual leave per month. The motion was not passed, but it generated much needed discourse around the issue.

One of the challenges of implementing menstrual leave policies in Africa is the stigma associated with menstruation. In many African cultures, menstruation is still considered a taboo subject, and women are expected to keep it to themselves. This makes it difficult for women to discuss menstrual symptoms with their employers and to request time off work.

To overcome this challenge, companies in Namibia can start by creating a culture of openness and understanding around menstruation. This can be done by providing education and training for employees and managers on the importance of menstrual health and well-being.

Companies can also implement flexible work policies that allow women to work from home or take time off work when they need it. This can be especially useful for women who experience severe menstrual symptoms that can impact their ability to work.

Factors to consider

Before implementing a menstrual leave policy, a company should consider several factors.

Companies should ensure that the policy does not discriminate against any gender or group and that it is inclusive and accessible to all employees who may need it.

Companies should assess the potential costs of implementing menstrual leave, including the financial impact of providing paid leave, as well as the potential impact on productivity and staffing levels.

Companies should also assess existing employee benefits such as sick leave which allow for an employee to be absent due to illness for up to two days without the need to provide a doctor’s note.

By considering these and other factors, companies can develop a menstrual leave policy that is appropriate and effective for their organisation and employees. Offering menstrual leave can promote a more inclusive workplace culture and demonstrate the company’s commitment to gender equality and supporting women’s health needs. While there has been progress in implementing menstrual leave policies globally, there is still a long way to go, especially in Africa.