The Gender Equal Employment Act was enacted in 2002 and the right to apply for menstrual leave was one of its provisions. It is important to evaluate the need for this policy, the impact of menstrual leave and the relationship between women menstrual health and work. Methods: In order to understand the practice of menstrual leave under the Gender Equity Work Act, two research methods were adopted by this study: documentary research and 8 focus groups. Results: According to the focus group, most of our interviewees had experienced menstrual discomfort. Their reasons included congenital physical problems, pressure, nervousness, an bad life style, and drinking cold liquids. They did not understand the regulations about menstrual leave such as how to apply for it or how to use it. They seldom used menstrual leave for the following reasons: the regulation had no flexibility, no one they knew had ever applied for it, there are many other leaves that might apply, nobody could take over their jobs, and the organization needed medical receipts if the workers wanted to apply for menstrual leave. We also asked interviewees for their opinions about governmental policies regarding menstrual leave. Conclusions: Further actions should be: 1. to build a supportive environment for menstrual care in the workplace, 2. to adjust management style in the workplace, 3. to make menstrual leave flexible, 4. to provide lectures to help female workers take care of themselves during their menstrual periods and to include these lectures in routine occupational health and safety courses, 5. to train nurses in the factories to care for menstrual discomfort, 6. to collecting data related to the relationship between menstrual health and employment.