It can be a pain. Period.

To help female workers manage monthly discomfort, a UK company is planning to introduce a period pain leave, and it’s garnering big headlines for going with the flow.

Bristol-based Coexist, a social enterprise company, is instituting employee menstrual leave for its predominantly female workforce. They can take time off during their period and then make up for the days missed later on. No sick note needed.

Research reports that period pain can be nearly as bad as a heart attack, yet few companies have any set menstrual leave policy in place.

Dr. Wendy Walsh, a Los Angeles-based psychologist says it's good idea.

“Because a hot tub works better to relieve pain than a candy bar and an office bitch-fit,” says Walsh who blogs at drwendywalsh.com.

Sure, not everyone will need it but, “some women experience debilitating pain one or more days per month that requires serious pain killers. You shouldn't be in a workplace on serious pain killers.”

According to Dr. Ben Tse, chief of obstetrics and gynaecology at Humber River Hospital in Toronto, “menstrual pain can be very bad and it is real. There is a loss of productivity in the workplace because of menstrual problems.”

A menstrual leave policy could be beneficial, as long as it’s not abused. While companies need to take a more proactive stance and be more understanding, says Tse, putting it into practice would require a good company culture and strong worker dedication and loyalty.

Coexist director Bex Baxter told The Guardian that it’s good for business to go with the natural rhythms and will make the workplace more efficient and creative. “There is a misconception that taking time off makes a business unproductive – actually it is about synchronizing work with the natural cycles of the body.”

The idea is painful for Toronto PR firm owner Esther Buchsbaum, of energipr.com. The policy is a setback for women, and just strengthens the belief that women are weak and hormonal. “It reinforces the old stereotype of women in the workforce and their abilities to reach the C-suite. Simply tack on additional sick days, for heaven’s sakes, don’t call it a period day!”

Other companies should “absolutely not” follow suit, she says, and adds that as a career woman and as an employer she would be concerned at being singled out for the decision to take the time off.

According to Buchsbaum, who often speaks about gender collaboration in the workplace, women complain about workplace discrimination and gender equality, and “this policy reinforces the stereotype which unfortunately is that women are the weaker sex that women are too emotional and not thick skinned.”

Compounding the issues, she adds, is the “fact that as an employer I will be making all kinds of investments in the employee and she will end up having kids and leaving for a year at a time, and so now my female employee will most likely be taking off an additional 15 or so days. This singles us out even further.”

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