The abortion law reform, approved last February and effective June 1, brings with it news of short to terminate a pregnancy, voluntary or not; for pregnant women from 39 weeks; And for menstruating women. Thus, from today, those who suffer from menstrual cramps that prevent them from doing their normal work day can request leave due to “secondary disabling menstruation”. So you have to ask about it and that’s all you need to know about it.
Menstrual leave, yes, will be granted only under one condition: when a woman who has it suffers from secondary dysmenorrhea and diagnosed by a doctor. Secondary dysmenorrhea, in particular, is a constant and acute pain localized in the lower abdomen and appears during menstruation and continues throughout the period or even several weeks before menstruation.
Therefore, to request a period leave, you need to go to the clinic if you have menstrual pain. Subsequently, the family doctor will refer you for a consultation to a specialist who will make a diagnosis and apply the leave. Since secondary dysmenorrhea may not appear in all menstrual periods, a woman should carry out this process whenever she has a period of menstruation, when she experiences pain that prevents her from doing her usual activities.
If there are no vacant places in the medical center, retroactive feedback can be requested. In other words, first of all, you must notify the company about the disability, and only then ask the doctor to take leave from the day you were notified at work.
How long is the menstrual holiday?
Loss for menstruation has no fixed duration. It depends on how long the pain lasts, so it can be several days or even weeks. The leave is also fully covered by Social Security from the date it is approved by the doctor. The company is not responsible for any costs.
Loss due to menstruation, in addition, has the same guarantees as any other sick or disability leave. It is illegal for a company to fire an employee for asking for a vacation. In case this happens, you can inform the company. Companies also can’t ask in a job interview if a woman has secondary dysmenorrhea, if she usually has menstrual cramps, or if she plans to request sick leave if she has menstrual pain.
Source: Hiper Textual
