Every month, countless women across Trinidad and Tobago endure severe menstrual pain that hinders their ability to work effectively. I, like many others, face debilitating pain during my period, making it impossible for me to perform my duties at work. This is not merely a personal issue, but a widespread challenge encountered by a significant number of women.

In Trinidad and Tobago, the absence of an official policy on menstrual leave means that women are forced to choose between their health and their livelihood. This is an unacceptable situation. Studies have shown that 60-90% of women experience dysmenorrhea, with 20% experiencing pain severe enough to interfere with daily activities. When half of the workforce is affected, it becomes imperative to address this issue.

Impact on productivity 

A 2019 study found women lose about 9 days of productivity per year due to menstrual symptoms, mainly from working while unwell (called “presenteeism”). 
In that same study, around 80% of women reported reduced productivity during their period. 

Globally, countries like Zambia, Japan, South Korea, and Indonesia have already recognized the importance of menstrual leave and have instituted policies granting 1-2 days off during menstruation. It's time for Trinidad and Tobago to follow suit and recognize this fundamental need.

We respectfully call for the Government of Trinidad and Tobago to:

1. Recognize menstrual health as a legitimate workplace and educational wellbeing issue.
2. Explore the introduction of a menstrual leave policy allowing employees and students to take limited time off during severe menstrual symptoms.
3. Encourage flexible options such as remote work or adjusted schedules where appropriate.
4. Promote awareness and education around menstrual health to reduce stigma.
5. Consult with healthcare professionals, employers, and women's advocacy groups to design a fair and balanced policy.

Sample Menstrual Leave Policy Proposal 

1. Purpose 
This policy recognizes that menstruation can cause significant physical and emotional discomfort for some employees. The purpose of menstrual leave is to support health, dignity, and productivity by allowing individuals experiencing severe menstrual symptoms to take time off without penalty. 
  
2. Eligibility 
Menstrual leave is available to all employees who menstruate and experience symptoms that interfere with their ability to perform their work effectively. 

  
3. Leave Entitlement 
Employees may take: 
Up to 1–2 days of menstrual leave per month, or 
12–24 days per year, depending on organizational structure. 
The leave may be: 
Fully paid, or 
Counted as part of a flexible health leave allowance. 
  
4. Request Process 
To maintain privacy and dignity: 
Employees may request menstrual leave through the standard sick leave system. 
A medical certificate should not be required for short-term menstrual leave, unless it extends beyond two consecutive days. 
Employers must treat this information as confidential medical information. 
  
5. Workplace Flexibility Options 
Instead of full leave, employees may choose: 
Remote work 
Adjusted hours 
Reduced workload for the day 
These options ensure employees can remain productive while managing symptoms. 
  
6. Protection from Discrimination 
Employers must ensure that employees who take menstrual leave are not penalized through: 
Reduced promotion opportunities 
Negative performance reviews 
Workplace stigma or harassment 
  
7. Workplace Education 
Organizations should provide education programs to: 
Normalize conversations around menstrual health 
Reduce stigma and misinformation 
Train managers on supportive responses 
  
Expected Benefits 

Health & Well-being 
Reduces stress and pain for employees experiencing severe menstrual symptoms. 
Supports people with conditions like that may otherwise go unsupported. 
Workplace Productivity 
Reduces presenteeism (working while unwell but performing poorly). 
Employees return to work more focused and effective. 
Gender Equity 
Recognizes biological realities that affect a large portion of the workforce. 
Helps create a more inclusive and supportive workplace culture. 

This initiative would promote dignity, health, and inclusivity while supporting productivity by allowing individuals the time they need to recover and return to their responsibilities at full capacity.

We believe that acknowledging menstrual health as part of national wellbeing policy represents a step forward for workplace equity and compassionate governance.

By signing this petition, we support the exploration and development of menstrual health leave policies in Trinidad and Tobago.

I urge the government of Trinidad and Tobago to take immediate action to implement a policy providing 2 days of menstrual leave for women. This change is not just a step forward for women’s rights but a progressive move towards a healthier, more inclusive workforce. Sign this petition to support the cause and advocate for menstrual leave in Trinidad and Tobago.