OVERVIEW

1 day per month therefore 12 days of Genderless Menstrual leave per year, paid or unpaid depending on company leave policy. 

GOALS

• Support individuals who have chronic pain due to menstruation, especially but not only for individuals experiencing dysmenorrhea, endometriosis, ovarian cyst and other conditions making menstruation painful. 
• Break stigma around menstruation, promote gender equality and recognise genders as a spectrum. Implement an inclusive policy that is not centering cisgenderism nor the binary men/women.

SPECIFICATIONS
Not a ‘women only’ menstrual leave. For any person who has menstrual cycles regardless of their gender, therefore this leave does also apply to non-binary and transgender individuals. 

PROPOSAL:

• The individual can decide to opt-in or out, by opting in the employee will have a minimum of 12 extra days allowance added to their sick leave balance. 
• Non disclosure agreement & disclaimer. To mitigate the risk of discrimination at work, the nature of the leave should be disclosed by the employee only and at their discretion. This measure will prevent trans and non-binary individuals from being outed at work and ensure anonymity. Depending on the company policy a disclaimer should be signed at the opt-in stage. The Genderless Menstrual Leave allowance should be named Special Leave or remain unnamed and be added to the overall employee sickness allowance.  

Reminder: no one should be discriminated against based on protected characteristics such as ‘sex’ or ‘gender reassignment’ as per Equality Act 2010.

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