Menstrual symptoms can severely affect a person’s working life. To combat this, the idea of menstrual leave has emerged. This legal measure allows workers to take time off when their period symptoms are too difficult to manage at work.

It falls under the umbrella of menstrual health, a relatively new and broad concept that looks at menstruation not just as a biological process, but also as an issue that affects people’s daily lives, wellbeing, and fundamental rights.

Several countries have menstrual leave policies, but they approach it in different ways. In the European Union, most countries have done very little in this regard – as of 2026, Spain is the only EU Member State with a specific regulation on menstrual leave, which was introduced in 2023.

Japan was the first country to introduce menstrual leave, in 1947. After World War II many women faced harsh working conditions. Inadequate toilets and a lack of sanitary products made it impossible to work during menstruation, and the solution was the right to seirikyuuka or “physiological leave”, which recognises menstruation as a natural condition that employers must consider.

However, Japan’s legislation, like its more modern counterparts, is flawed. It does not specify how many days can be taken, pay is not guaranteed, and employers decide whether leave counts as paid or unpaid – as of 2020, only about 30% of companies offered full or partial salary. In practice, fewer than 1% of women use it, and those who do often face discrimination or harassment.

These difficulties are a recurring theme in implementing similar policies around the world.

Read more: Menstrual health literacy is alarmingly low – what you don’t know can harm you

More recently, several other countries and regions have introduced menstrual leave policies: Indonesia, South Korea, Zambia, Mexico, Taiwan, three Chinese provinces (Hubei, Shanxi, and Ningxia), one Argentinian province (Federación) and two Indian provinces (Karnataka and Bihar) .

Taiwan’s........

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