Public opinion on menstrual leave policies is mixed, with many advocating for greater understanding and support for women's health needs while expressing concerns about potential discrimination and workplace tensions. Although there is significant empathy for women experiencing menstrual pain, fears about equality and implications for hiring practices lead to divided perspectives.

Employers

Human Resources

Women advocacy groups

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[deleted]

So, so sorry this happened to you.

Yep. I have no personal life, as far as work is concerned. By which I mean, I have high-level talking points for small talk and building collegial relationships, but I do not discuss personal or private matters at work. So when someone else goes deep on their own personal life, it's a flag that either they need support that it is inappropriate for me to provide, or they are trying to groom or manipulate me.

As leaders and allies, we can sometimes become aware of when oversharing occurs within an unequal power dynamic relationship in the workplace, and as workplace leaders, we do have a duty to take action when this happens. (Edit: by which I mean, when we have a good faith belief that abuse of a power dynamic or other coercion may be happening.)

arbitrosse

So sorry you went through that! 

I’d add to your list to send documentation from a personal email and device. That way it’s electronic but you have your own copy in case of something like wrongful termination.

I would personally add “get yourself out of the situation”. Waiting for hr to solve something like this can just compound trauma. If it’s at all possible to leave I think it’s worth it. 

I’m sorry you had to go through that.

DeterminedQuokka

I'm not sure how the behavior you listed would help keep you mentally stable. Wouldn't closing yourself off and negative incidents only lead to isolation and a focus on only bad interactions?

I truly feel for you, that sounds disgusting, and just a truly awful experience. Reaching out to someone only for them to try and use you. Nobody should have to deal with that.

I don't think I would ever be comfortable asking a man for mentorship. I also don't think it would be particularly useful for me.

I disagree with points 1 &amp; 2, as it's situational and unfortunately there is often a social component in many work cultures that requires participation if you want to be successful. Not doing so can earn a negative reputation as someone who is "not a team player" or be seen as sign of lack of commitment.

It would be nice if hard work and competence was all that mattered but really everything is a popularity contest. I agree that one should maintain a strict sense of professionalism and share as little as possible, but putting on the appearance of being sociable with co-workers can go along way.

Kara_WTQ

Naw dude, take accountability. Not knowing how to say no is valid when they overtask you with regular work or you take on something on out of your job description, happens to the best of us. But agreeing to being a third wheel? That’s on you.

Artistic_Bumblebee17

When you said none want to take it, is this something they regularly practice?

monkeyman80

Before jumping to a private action, did you file an EEOC complaint? Is "the agency" your employer or the EEOC?

OneAggressiveDesk

Here are a few of the big reasons why attorneys may not take a case. 

1.). The case lacks strong legal grounds and is very unlikely to result in sufficient financial compensation to pay expenses. 

2). The client is difficult to work with, overly demanding, and/or have unrealistic expectations.

3.) If the facts of the case are unclear, contradictory, and/or involve multiple claims that could create confusion.

4.) They are simply too busy or their expertise does not meet your case needs.

5.). They may avoid cases where representing the client could create a conflict of interest

Usually they will explain the reason, lack of legal merit, conflicts of interest, or insufficient resources, etc. though it is not required by law.

WizardStrikes1

HR will know what to call it. Contact them

Shoddy_Variation_780

Gender based harassment can be sexual harassment, yes.

 The EEOC puts it as:
&gt;Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's sex, including the person's sexual orientation, gender identity, or pregnancy. For example, it is illegal to harass a woman by making offensive comments about women in general.

 This is only relevant for the US.

Bubblystrings

Its gender based harassment and is something you should report to HR ASAP

Stefan_Harper

Go to HR and let them label it. These people need to be checked or they’ll keep doing it

PcNewbieee

Sexual for the US generally, https://www.eeoc.gov/sexual-harassment.

Your work place might call it gender based harassment but if falls under the umbrella of sexual harassment .

JobeX

One-time instance or part of a broader pattern?

Bob_Sconce

Asking the question is not necessarily any kind of harassment, unless it’s part of a broader pattern, or unless it persisted after requesting that topic not be raised again.

Sprinkler-of-salt

So how much money do you plan on putting aside for the lawyers to defend you from all the gender discrimination lawsuits?

You've created a policy that gives only one group of people 24 extra paid days of leave based on an immutable characteristic. Unless these paid vacation days are available to everyone and anyone without question, you are discriminating based on gender.

Also, the women in your company will probably sue you too because in order to claim your "vacation days" they have to basically map out their menstrual cycle for management. 

Well meaning, but poorly thought out.

Incidentalgentleman

There is a 0% chance that this will ever come to fruition. 

This is not sustainable.

UnavoidableLunacy25

This is a policy designed by a man without actually consulting women. 

Just allow for a blanket WFH policy.

I don’t give a shit what my staff’s reasons are. WFH as much as you’d like. Your deliverables don’t change. Discuss the minutiae with your direct supervisor. IDGAF.

Prof_Scott_Steiner

My response is that if youre going to be giving my female coworkers an extra 24 days of paid leave a year I'd better be getting offered the same or a substantial raise. 

DankItchins

Username checks out.

Also, this is dumb, please stop.

SonOfSchrute

If you want to give all employees another 24 days of PTO a year, go ahead. I don't think many places would want to do so or they already would be that generous.

Otherwise, it's an absurd policy on numerous levels:

- The vast majority of women are not so bothered by their period as to be unable to work.

 - Menstruation is not a contagious disease, which is generally the only acceptable reason to be taking sick leave when you feel a little worse than ideal but are fine enough to be working.

- This would make women under age 45 or so very unappealing to hire, as you're effectively losing over a month a year of their work output vs everyone else.

- Everyone *else* is rightfully going to be extremely pissed off about a peer employee getting another 24 days of PTO for doing the same job for no reason other than their age/sex, and it would almost certainly *drastically* worsen gender relations in the workplace.

- It's almost certainly illegal gender discrimination in practice and you'd have a lawsuit on your hands immediately.

SkiingAway

the_walkingdad

I’m a woman but you said you appreciate all replies so I’m going to chime in. Is this something that women at your work (?) are specifically requesting? If not, I would not recommend this. For one thing, you can make it as anonymous as you want but people are still going to notice if some employees are taking two more days off each month compared to other employees, and that is going to affect promotions and raises even if you say it can’t. For another reason, I want to be able to use my sick days for whatever I want, not specifically for my period. For three, AI is boiling the earth so you should stop using it. 

A simpler and better solution is to give all employees two additional personal days each month for use without question or explanation. This allows menstruating people to take the leave they might need while giving the same grace to ex. non-menstruators who have chronic migraines each month, people taking care of kids who menstruate, and anyone who just needs a break. It also protects you from gender discrimination lawsuits that would be likely based on your proposal.

rachelleylee

I couldn't care less. Your policy seems rather annoying though with some of those extra steps. You are making female employees more expensive than they already are. Maternity is already a thing for example. 

I'm not arguing for getting rid of it or anything. Lol just pointing that fact out.

ZeusTheSeductivEagle

This is dumb.

Women don't want all their colleagues knowing when they're on their period.

I don't have one at my company. If any employees need off work they call in. Using a PTO for it is up to them

ToddHLaew

I think that any woman who takes you up on it will be subject to Intense judgement from the other women

mikess314

This is beyond stupid lol. Unless a woman has something irregular like endometriosis, there is no reason the average woman can't power through her period and needs an excuse slip

jenny_loggins_

It'd be easier to simply give *everyone* more "floating holidays" or something along that line. That way, anyone can use it for any reason if needed and you completely sidestep any discrimination issues.

THIS_GUY_LIFTS

Look, I’m on board with whatever policies get people more days off.

I just want to be able to take them too.

If I was bleeding out of my dick I'd definitely call in sick let alone if I was also cramping and nauseous. 

what about letting everyone take 2 days off a month to work from home ?

jaykobeRN

For 2 days a month? Sure, as a guy I wouldn't see too much harm in it, only issue I could see is what happens if maybe 6 or 7 decide to take a weekend or 2 consecutive days together? What happens to the workforce remaining? Who can question if it's legitimately pain and needs or just girls wanting to hang out together an extra weekend a month?

Edit: I suppose I'm asking, are there any safeguards against posssible abuse of the system? Or woudl it not matter too much as it is only 2 days?

A_Helpful_Soldier

Why did you use AI and not the women you work with?

If it is paid leave, how are you protecting the company from someone earning more than they normally would? For example, my work day is 6 hours but if I take a paid day off it's an 8 hour day. I earn more if I take my vacation days than if I don't. 

How does this policy affect nonbinary, trans, and other variances in the gender and biological spectrum?

How are you handling potential staffing issues if someone should use their day(s) during a particularly hectic time? Will you have a on-call employee?

Apathicary

Only if I get PTO when my wife's on her period.

halpinator

What about offering everyone a few extra flex/work from home days per month to use at their discretion? Employee surveys indicate that people regardless of gender enjoy the flexibility. 

Full disclosure, I’m a woman and all periods are different, but in general periods don’t affect job performance. That being said, on the first couple heavy and painful days, I’d be much more comfortable at home with my heating pad and sweatpants on, close to my own bathroom. I’m sure the men would enjoy the WFH perk too. 

I think this way it’s fair to everyone, offers a morale boost, we don’t have to report our periods to our supervisors (very few women would be willing to do that), and it mitigates a dip in productivity.

thrwy_111822

If you are not fit to work, you use sick leave.  Just like men do.  Your policy gives an additional type of leave with no restrictions.

AMasculine

I think you can’t keep telling me men and women are the same and then try to make policies showing that they’re different.

lupuscapabilis

Should just give sick days to everyone. Problem solved

Justthefacts6969

Why use A.I.? Why not ask a flesh and blood woman? A.I. hallucinates and is terrible for the environment. 

But, yeah, I'd run this by a lawyer before proposing it, that's for damn sure.

Fast-Penta

From the female perspective, no thanks. I wouldn't want everyone to know when I'm on period, I wouldn't want to give reasons for envy because I get special treatment at work, and I wouldn't want to give anyone a justification for monthly period jokes and invalidating any emotion or opinion i happen to show around these days

Linorelai

Dumbass shit lol. There’s no way that men wouldn’t want some kind of compensation for this, even if no woman actually uses it.

SheZowRaisedByWolves

Danibear285

You'd end up with a business only ran by women, good luck when all their cycles sync up, it'd be hilarious to watch.

Mr-Plop

I think it's great that you want to be sensitive to the needs of your female employees.

This probably isn't a great way to go about that, though. This would be like providing a month's worth of paid sick days for every female employee. Maybe just make the existing sick days paid, allow for 14 days unpaid PTO annually without question, and, if possible, encourage hybrid work and flexible working hours whenever employees need it (like if someone has an appointment or really bad symptoms in the morning, but are able and willing to work in the evening to make up for it, they can

Miserable-Stock-4369

CerealExprmntz

a tampon dispenser in the toilet is not enough? a period is not an illness. I work mainly with women. When one of them has a period, she eats more sweets. If it is painful, she takes a pill. And if it is so painful that she cannot work every month, she should go to the doctor.

DivaCesaria

HR worker here, and a middle-aged man: without reading the bullshit your AI came up with I can unequivocally say that this is the stupidest idea ever. Most places offer Medical Time Off, which are also known as "Sick Days" or "Personal Days". Everyone gets them and they can be used for any reason. 

Me? I tend to use them when I feel more stress than usual. Then I sit at home and spend the day playing video games.

PunchBeard

Your policy will need to address how it treats trans-men and trans-women. You might also have to address how it doesn't discriminate against men based on gender. 

It's an interesting idea, but you might be better off saying here's 2 days a month for everyone to use as personal days if required.

Chemical-Ad-7575

This is stupid. And you'll end up in a whole lot of trouble if you try to implement it. Some women have it awful during menstruation and others don't. I 42m have an autoimmune disorder. I still go to work. I ise my pto days when its too much, just as any woman could do during menstruation. If you try to take into account what each individual is going through, you'll have no employees most days. Stop

**Oh Hell F'ing No**..... unless guys get "GPD":  Growing Pain Days + extra time off for "BBD":  Blue Balls Day + a couple floating days for THD:  Thinning Hair Days.

For everything else, take an Advil, a Tylenol or both. The combo of 2 Advils with 1 Tylenol can effectively handle most minor surgical discomfort.

RickyRacer2020

If men get the exact same amount of paid leave I’m ok with it.

Hoopy223

“I didn’t tell you before, but I’m trans and gonna need that leave too. No you legally aren’t allowed to question me on that”

AskDerpyCat

kdthex01

i understand logically but i feel its super unfair as a guy. this is the modern day equivalent of smoke breaks punishing non smokers with work.

just give people flexible work like remote or PTO for everyone and tell women to use it in case thye need to

thefatsun-burntguy

Recently came across this podcast on menstrual taboos in India, [https://youtu.be/BeSimaqQ4Fk?si=ct2dLx1CG4mP9sN5and](https://youtu.be/BeSimaqQ4Fk?si=ct2dLx1CG4mP9sN5and) and it really underscores why policies like the one that OP drafted are so important—even beyond a Western context. The podcast highlights how stigma and lack of support during menstruation can affect dignity, education, and work, especially when no systems exist to acknowledge what women actually go through.  
  
What OP proposes isn’t just “fair”—it’s necessary. It reflects an awareness that’s still missing in most workplaces. If anything, this kind of proactive thinking sets a baseline for what inclusive policies should look like. More men joining and leading this conversation could genuinely shift workplace culture for the better.

Technical-Golf-2954

It's nice you want to show empathy and understanding. 

This is a bad idea. Like, very bad. Reporting a menstrual cycle is damn near a HIPPA violation. Example:

Say you're sick and have to go to the doctor. Take a couple days off. They require a doctor's note. You'll notice the note from the doctor *does not contain any information about your condition*.

Why on earth should a woman report when she's on her period? Even if it's confidential, **someone** still knows.

Just have the company offer more PTO days. That's the solution.

handyandy727

If men bled out of their one-eyed trouser trout once a month for a few days, I guarantee you that there would be some sort of "bleeding eye" policy at most companies if not all.

Not_Sure__Camacho


 
This post was intended to gather mature opinions. I never said this policy is actually being implemented. 

I must say, simplying calling it "stupid" is just flat-out immature. It seems as if this post triggered a lot of men

I do appreciate the mature and educated responses, such as mentioning trans and mentioning discrimination, although I see a lot of us men need to learn how to read and understand instead of reading to debate.

BloodyPharoah11

Yeah... I doubt it happened, contract termination in retaliation to legal actions is illegal and no sane company would even try it. They got fired for something else and went "muh ivil patriarchy" or some other made up bullshit that "benefits men"

Snoo82945

It's way more likely that the man gets fired for any kind of harassment, real or imagined.

TheNattyJew

When a Man is Accused of Sexual Harassment (Even if False). A Permanent Mark gets Registered in his Profile.

Is the same happens to Women who puts False Allegations?

One-Giraffe1614

HR may not fire you, but they'll find ways to force you to quit. I had a woman spreading that I had made advances on her at work. I was well known to be happily married as my wife came by multiple times to bring snacks/gifts for myself and coworkers. I reported her to HR for spreading very obvious lies that had massive holes (stated we were in a car "groping" each other on X day, gave proof that I didn't work that day, etc etc).

HR decided to put me on 3rd shift and cut my hours to "keep me away from the problem". Then tried to force me to train her for a role a few weeks later. I quit on the spot.

While technically not firing, might as well have been. I know it happens on the other side too - HR is just blatantly incompetent 99% of the time.

And yes, this is retaliation. I did talk to a lawyer. Lawyers refused to take the case either outright because of gender or because they believed HR couldn't prove that I had not made advances on her and had made a "compromise" when I refused to work with her anymore.

MidNerd

You make good points.  Workplaces often have cameras.  Proof of innocence means:

1. a false accusation; the falsely accused is the victim.

2.  A gendered aspect is often involved (women falsely accusing men):  power is involved in exactly the same way feminists claim power is involved with real sexual harassment.  Feminists simply ignore the power-based harassment of false accusations.

3.  Not firing the false accuser means the false accuser is entitled to get away with it; she may try again.

4.  Not firing the false accuser fosters a hostile work environment, which is violates labor laws in many jurisdictions.

antifeminist3

I investigate these kind of allegations for work (large NGO, western Europe). I find those claims *very* hard to believe. Even in commercial companies. More likely mythos farming outrage. 


Could be possible if we're talking unsubstantiated allegations against higher-ups, or *maybe* repeated demonstrable false accusations. Maybe. 

Low_Rich_5436

I have no idea if sexual harassment is happening or not, but I *do* know if a company wants to get rid of you they’ll find a way. 

1. It doesn’t matter if it’s illegal because they’ll find a way to legally get rid of you instead. As long as there’s no direct connection to the harassment it’s really hard to prove.

2. It doesn’t require a coordinated effort. Let’s say it’s their manager, the manager just gives them poor performance reviews with some semi-plausible reason. Nobody else has to be in on it.

3. HR doesn’t need to be involved. HR generally doesn’t have decision making power on firings. They’ll help oversee the process to make sure the firing is done properly because the purpose of HR is to protect the company.

addition

Incredibly low chance it's real. For the reasons you said. Plus, there's a long history of women online hopping onto these shared oppression narratives and making up stories. In addition to what you said, there is also the court of public opinion which could be leveraged against the company. People have sunk businesses for far less.

mrmensplights

think this is more of a movie trope than a real life occurrence. At least these days.

MotherAce

It’s nothing more than performative victimization. 

A bulk of feminist post are examples of hysteria- unhappy women screaming for attention.

RealStarkey

It sounds more like they made false allegations and got axed to avoid further issues. You simply cannot afford to have unhinged people making unfounded allegations at your company.

Current_Finding_4066

Sexual harassment of both male and female employees is extremely common. There are a million ways to do it undetected and a lot of people who would never report it.

Unfortunately, false allegations are also common, which makes a lot of legitimate victims hesitant to report.

BigFartyDump

Unlikely. Dumb bitches making up stories to be the victim.

Background_End_5067

Regarding the first reason, I don’t see that as a valid argument just because something is illegal doesn’t mean it doesn’t happen.

test_code_in_prod

My second job, as a waitress when I was 16…

The head waiter cornered me in the stock room and tried to kiss me and pin me against the wall. 

When I went to management with this, I was listened to…

And then never put on the schedule again. 

It was his uncle’s restaurant.

Good luck going anywhere with that.

Sharp_Hope6199

Bro do you seriously think something being illegal means it doesn't happen

Conohoa

I've never seen someone get fired for this. I HAVE seen companies cover for people who harass women, usually when the perpetrator is an important manager.


For example in one company there was a guy harassing many of his female staff.  Rather than address any of the complaints the company simply transferred the women to another department. 

Sam__Toucan

aerial_coitus

Just because YOU don't think it's happening, doesn't mean it's not happening. It has happened to so many women. Who do you think does the harassing in the first place? Men with power and connections who know they can get away with it. Men who know that they are far more valuable to the company than some lowly new hire who can easily be pushed out with a smear campaign. This isn't some kind of targeted attack against men. Women ARE being harassed and men ARE getting away with it.

alltherightfaces

IF the girls "report" sexual harassment, and it turns out the claim is a lie in the attempt to attack someone or jeopardize their job then YES, an employer CAN fire you, as that is illegal. If you make a fair claim then yes you are protected by EEOC. However, if you make a false claim in the attempt to defame or attack someone then you can be hit with [libel](https://www.google.com/search?rlz=1C1ONGR_enUS1152US1152&amp;cs=0&amp;sca_esv=243755e6b8237819&amp;sxsrf=AE3TifMHLCq4-wdgoagRFSnHdz__a1vMpQ%3A1750987305379&amp;q=libel&amp;sa=X&amp;ved=2ahUKEwij26OCuJCOAxVyLlkFHV5aAvUQxccNegQIBBAB&amp;mstk=AUtExfB3MgJgFWo7zjzC4HCF9xMW-jjd7bP5kLjsDbyI0boE_bCxbHFMucaYWip3Myfz1eA-647DV6u_LZWjhwLXJ1wzXduJWqShyG-UR7xa6eyUvYMYKt2OTf0YUffN-Kpd_lcWovceTb6NeQnrZFuEG_2mWOgTz7q_ccPNpagKd3YuR12GC7jvMOyMTtLy6sVtKXzk43U0alHQSwaikRPRZlaFgI1swxHiq99Bjmu7NOV8bmPdzyyQWhjQX1yU7mbX8NPFtDjejmWwCt7AXSwUN6-8WIbZAjr7b5qDxs-tVp9Epw&amp;csui=3) or [slander](https://www.google.com/search?rlz=1C1ONGR_enUS1152US1152&amp;cs=0&amp;sca_esv=243755e6b8237819&amp;sxsrf=AE3TifMHLCq4-wdgoagRFSnHdz__a1vMpQ%3A1750987305379&amp;q=slander&amp;sa=X&amp;ved=2ahUKEwij26OCuJCOAxVyLlkFHV5aAvUQxccNegQIBBAC&amp;mstk=AUtExfB3MgJgFWo7zjzC4HCF9xMW-jjd7bP5kLjsDbyI0boE_bCxbHFMucaYWip3Myfz1eA-647DV6u_LZWjhwLXJ1wzXduJWqShyG-UR7xa6eyUvYMYKt2OTf0YUffN-Kpd_lcWovceTb6NeQnrZFuEG_2mWOgTz7q_ccPNpagKd3YuR12GC7jvMOyMTtLy6sVtKXzk43U0alHQSwaikRPRZlaFgI1swxHiq99Bjmu7NOV8bmPdzyyQWhjQX1yU7mbX8NPFtDjejmWwCt7AXSwUN6-8WIbZAjr7b5qDxs-tVp9Epw&amp;csui=3). Sadly, this doesn't happen NEAR as much as it should. Men are attacked regularly by these claims and most people just fire the men without thought because they can. I have found in MY experience, that almost ALL sexual harassment claims are actually false and lies. So that might be why you are finding lots of women claiming to be fired by it. It would be nice to see more women be hit with consequences for their bad actions as falsely accusing someone of sexual harassment is a very serious ordeal and needs to be a lot more illegal then it currently is.

HuckleberryQuick6393

You completely miss the point. 

To do the right thing and take a sexual assault seriously, it means that the company has to do something. Typically, that means firing a high-powered person at the company. And that's A LOT of work. Difficult work. And most corporate people are lazy. 

If you are not a manager, a sales person who brings in millions of dollars, or a c-suite executive at a company, you do not understand. Those people command A LOT power at the company. And those are the people who typically perp problamatic sexual assault at a company. 

If an HR person starts to go after them, they'll complain to the C-Suite and start to get them on their side. Say stuff like "she's just crazy and making stuff up because she didn't get a promotion." And that puts the person bringing up the complaint at risk. Especially if the perp is well-connected and starts to tell their friends in the field. Most high-powered professionals work in a small specialty that is well connected. Example: there are probably only a few thousand internal auditors at banks. Get fired at one bank, and it'll be extremely difficult to find a new job as an internal auditor at a different bank. 

But that's only if the company takes it seriously.

More of then not, companies just ignore the complaints. And more often than not, the victim is just ]too exhausted to even bring up the complaint or to go to HR. 

Think of yourself. If you, as a man, were the target of a more powerful woman started making moves on you, would you fight her and risk your job? 

With that in mind, if someone complains about someone in power, it means that it is typically just the tip of the iceberg. 

Also, the law is very very clear on sexual harassment. It has to be consistent, pervasive, and cause problems with performance in the form of quid pro quo or a hostile work environment. That's way more than just "a simple comment." That's like a woman trying to hold back your promotion unless you share a hotel room with her on a work trip. For a company to get in trouble, they have to have fucked up really really bad. Typically, it means that "the company" (meaning a people manager) was made aware of the problem and didn't do anything. That typically means there is documented evidence of the problem happening more than once and that the company was made aware of the problem in writing. Especially if the company settles the lawsuit or are found guilty. 

Tesla is an example of that. They settled for an undetermined amount. That means that Tesla figured it was worse to be exposed in public court than to pay off the ex employee. It means the complainer had a very thorough case and it means there was definitely, well documented sexual assault going on. Otherwise, Tesla absolutely would have gone to court to clear their name. 

Also, remember sexual assault laws protect men too. Woman are often perpetrators of sexual assault. 

These laws are good things.

OhSillyDays

first of all, it's very obvious your post is chatGPT

second that shit definitely does happen, all it takes is an extremely scummy CEO who is willing to protect a employee who is high ranking or close to him.

lots of reddit stories are made up for rage bait or other reasons and it's definitely possble that some people are fired for making accusations that turn out to be false, but categorically saying that these are liars? Not a good look.

EastSignificance9744

Outrage follows allegations against supervisors at Maharshi Dayanand University for coercing female sanitation workers for proof of menstruation to grant sick leave.

Menstrual Rights and Workplace Harassment

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