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A preliminary study on menstrual health and menstrual leave in the workplace in Taiwan
Abstract
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.
... Much of what is understood about the origins of menstrual leave is thanks to the work of Izumi Nakayama (2007), which will soon be published as part of a larger study on the cultures of menstruation in modern Japan and East Asia. Indeed, much of this chapter is informed by Nakayama's comprehensive analysis of the Japanese policy context, since it is one of only two national-level menstrual leave evaluations in existence, the other being a short preliminary review from Taiwan (Chang, Chen, Chang, & Hsu, 2011). Information about the more recent global trend in employer-based menstrual leave policies comes mainly from media and company reports. ...
... In contrast to other menstrual leave policies, time off work is counted as sick leave. Uptake is very low (Chang et al., 2011(Chang et al., ) 2009 Regional Hubei in China ...
... As scientific understanding of ovulation improved, it was no longer presented as being about the protection of women's fertility, but as an additional benefit for those experiencing severe period pain or other menstrual symptoms (Nakayama, 2007). As a result, much more recent menstrual leave policies have also been enacted in the region; in three rapidly industrialising provinces of China (Chen, 2016), and at a national level in Taiwan (Chang et al., 2011). An evaluation of the 2002 Taiwan policy describes it as a form of "policy expansion" from its neighbouring countries (Chang et al., 2011, p. 445) (Table 9.1). ...
Menstrual leave is an employment policy that allows individuals to take additional paid or unpaid leave from work during menstruation. In recent years, it has been attracting increasing global media and public attention. The motivation behind the promotion of the policy is typically benign, and it is often positioned as being a progressive development in women’s health and rights in the workplace. This chapter argues that the rationale behind this policy makes several exaggerated and incorrect assumptions about the nature, and prevalence of menstrual cycle-related symptoms in the working population. Moreover, menstrual leave policies could reflect, and contribute to, unhealthy and discriminatory practices against women in the workforce. Indeed, sex-specific employment policies such as menstrual leave can easily, albeit unintentionally, reinforce unhelpful and inaccurate societal myths that position ‘all women’ as weaker, less reliable, or more expensive employees than men. The chapter thus concludes that in order to support and improve menstrual health and gender equality in the workplace, it is better to focus on the working conditions and rights of all employees, plus access to good quality reproductive health information and medical treatment, if required.
... Much of what is understood about the origins of menstrual leave is thanks to the work of Izumi Nakayama (2007), which will soon be published as part of a larger study on the cultures of menstruation in modern Japan and East Asia. Indeed, much of this chapter is informed by Nakayama's comprehensive analysis of the Japanese policy context, since it is one of only two national-level menstrual leave evaluations in existence, the other being a short preliminary review from Taiwan (Chang, et al., 2011). Information about the more recent global trend in employer-based menstrual leave policies comes mainly from media and company reports. ...
... In contrast to other menstrual leave policies, time off work is counted as sick leave. Uptake is very low (Chang et al., 2011) 2009 Regional Hubei in China ...
... As scientific understanding of ovulation improved, it was no longer presented as being about the protection of women's fertility, but as an additional benefit for those experiencing severe period pain or other menstrual symptoms (Nakayama, 2007). As a result, much more recent menstrual leave policies have also been enacted in the region; in three rapidly industrialising provinces of China (Chen, 2016), and at a national level in Taiwan (Chang et al., 2011). An evaluation of the 2002 Taiwan policy describes it as a form of "policy expansion" from its neighbouring countries (Chang, et al., 2011, p. 445). ...
This chapter critically examines the role of gender in work-life balance research. We contextualise the focal topic by first summarising the changing nature of work and domestic roles and the influence of demographic and social shifts. We revisit the meaning of ‘work-life balance’ in light of the diverse and sometimes conflicting conceptualisations used by academics and practitioners. A review of the evidence for gender differences in work-life balance needs and experiences is then provided, with a particular focus placed on caring responsibilities. This leads us to consider the policies and practices that are designed to support work-life balance initiatives are then considered, focusing specifically on flexible working, together with the extent to which these are ‘gender neutral’ both in terms of relevance and uptake. The paper is interspersed with relevant case studies to illustrate the points made. The chapter concludes by setting out priorities for research and practice to promote equitable and effective systemic solutions to improve work-life balance for all.
... However, in reality, menstrual leave is rarely availed of owing to the following factors: 'the regulations are too rigid,' 'no one else has taken menstrual leave,' 'other kinds of leave are available,' 'no one will take my shift' or 'there has to be a doctor's note'. 19 Previous studies have shown that the physical and mental health of nurses is significantly correlated with job satisfaction, tiredness and comfort. 19 20 The Gender Equality in Employment Act of Taiwan, approved in 2002, clearly defines the regulations regarding menstrual leave, in which a female employee who has trouble working due to discomfort during menstruation should take 1 day of menstrual leave every month. ...
... 37 However, focus group interviews conducted by Chang revealed that working rotating shifts was highly associated with menstrual discomfort. 19 Owing to the nature of nursing work, most nurses need to work rotating night shifts, and the graveyard shift can easily cause uncomfortable menstrual cycles or obvious irregularities. 25 Owing to nurses' day/night activities and sleep patterns, along with the increased pressure of working night shifts, menstrual discomfort may be more common in those with frequent rotation changes. ...
Objectives
Nurses are at high risk of dysmenorrhoea while working with patients. The study objectives were to: (1) describe the demographic and menstruation characteristics of dysmenorrhoea, knowledge about dysmenorrhoea and menstrual attitudes towards menstruation among dysmenorrhoeal and non-dysmenorrhoeal hospital nurses; (2) identify significant differences between the groups; and (3) examine factors influencing dysmenorrhoea.
Methods
This cross-sectional survey used a structured questionnaire, administered at two hospitals in southern Taiwan. Participants included hospital nurses at least 18 years of age who agreed to participate. All participants were recruited through random sampling. The questionnaire included demographic data, the Dysmenorrhoea Knowledge Scale and Menstrual Attitude Scale (MAS).
Results
A total of 420 nurses completed the questionnaire. Among them, 297 (70.7%) had experienced dysmenorrhoea in the past 6 months and 123 (29.3%) had not. Significant differences in age (P<0.001), marital status (P<0.001), childbearing status (P<0.001), age at menarche (P<0.05) and rotating three shift ratio (P<0.05) were identified between the dysmenorrhoea and non-dysmenorrhoea groups. Analysis of the MAS results revealed significant differences between the groups regarding consideration of menstruation as a debilitating (P<0.001) or bothersome event (P<0.05), anticipation and prediction of menstruation onset (P<0.01) and denial of any effects from menstruation (P<0.001). Results of the multiple logistic regression showed that predictive factors included age <40 years (4.46 vs 1.00), working three shift rotations (2.07 vs 1.00), marital status (2.59 vs 1.00), acknowledging menstruation as a debilitating event (2.72 vs 1.00) and denial of effects from menstruation (2.59 vs 1.00).
Conclusions
These findings could help nursing managers to create a caring and friendly work environment for hospital nurses at risk of dysmenorrhoea.
Aims and objectives To investigate self-care behaviours and its predictors for dysmenorrhoea among hospital nurses. Background
Dysmenorrhoea is an important issue in hospital nurses for its influence on job performance and quality of patient care. Given the difficulties in reorganising work schedule for taking menstrual leave in Taiwan, it is necessary to improve the comfort level of nurses during menstruation. DesignA cross-sectional correlation study using a structured questionnaire. MethodsA convenience sampling method was used to select two hospitals in Southern Taiwan, and participants were recruited by random sampling method. Questionnaire used in the study contained personal information, Dysmenorrheic Knowledge Scale, Menstrual Attitude Scale and Dysmenorrheic Self-Care Behavior Scale (DSCBS). Two hundred and ninety-seven participants had experienced dysmenorrhoea in the last six months, with the prevalence rate of 70 7 %. ResultsResults showed the average age of the participants was 30 3 years, and 252 participants (82 4 %) self-perceived they were bothered by dysmenorrhoea. The score of DSCBS was 29 9 (5 3 ). The results of stepwise multiple regression analysis revealed the predictors of DSCBS included whether the participants (1) were married, (2) had irregular menstruation, (3) had received health education on dysmenorrhoea, (4) visited doctor for dysmenorrhoea, (5) knew they may take menstrual leave and (6) were identified with menstruation as a natural event. The r(2) was 18 4 %. Conclusions
Hospital nurses' self-care behaviour for dysmenorrhoea is suggested to be improved through enhanced peer support and caring. Relevance to clinical practiceThe prevalence rate of dysmenorrhoea among hospital nurses is high. Most of them take analgesics to reduce pain to return to work. We recommend hospitals to provide women-friendly workplace and empowerment activities to improve the self-care ability and comfort level of nurses during menstruation.
Menstruation leave for women workers brings into the public domain of mining ongoing debates around protective legislation for women. It brings into focus the presumed tensions between gender equity and gender difference with regard to women's economic citizenship. Large-scale mining in East Kalimantan in Indonesia has offered some opportunities to poor and unskilled rural women to find formal jobs in the mines as truck and heavy equipment operators. This paper presents a case study of women in mining occupations, considers the implications of current menstruation leave provisions on the employment of women in the mines and raises serious issues related to gender equity in the workplace. The involvement of women in a non-conventional workplace such as the mine pits, providing a novel site for contestation over the rights of women workers, illuminates a less-debated area in feminist studies, especially in view of the significant ongoing changes in the Indonesian framework for industrial relations.Feminist Review (2008) 89, 102-121. doi:10.1057/fr.2008.5
The relation between psychological stress at work and menstrual function was examined for 276 healthy, working, premenopausal women who participated in the California Women's Reproductive Health Study in 1990-1991. Subjects collected daily urine samples and completed a daily diary for an average of five menstrual cycles. Metabolites of estrogen and progesterone were measured in the urine, and computer algorithms were developed to characterize each cycle as ovulatory or anovulatory and to select a probable day of ovulation. A telephone interview collected information about psychological stress at work as well as other occupational, demographic, lifestyle, and environmental factors. Logistic regression was used to model stressful work and risk of anovulation (> or = 36 days without ovulating) and measures of within-woman cycle variability. Repeated measures analyses were performed on other menstrual cycle parameters. Stressful work (high demand in combination with low control) was not strongly related to an increased risk for anovulation or cycle variability or to any of the following cycle endpoints: short luteal phase (< or = 10 days), long follicular phase (> or = 24 days), long menses (> or = 8 days), or long cycle (> or = 36 days). However, women in stressful jobs had a more than doubled risk for short cycle length (< or = 24 days) compared with women not working in stressful jobs (adjusted odds ratio = 2.24, 95% confidence interval 1.09-4.59).
While imposing research has been conducted with respect to the biological determinants of painful menstruation, little is known about the psychosocial factors, including work-related stress that might influence menstrual pain. We conducted a study in which we aimed to determine besides the prevalence of dysmenorrhoea whether menstrual pain was associated with job control, co-worker social support, job security and dissatisfaction with the job. Data of 2772 working women aged 18-55 years, participants in the Hungarostudy 2002 nation-wide representative survey was analyzed. Binary logistic regression was used to determine the association between work stress factors and menstrual pain. Altogether 15.5% of women reported to experience menstrual pain that limits their daily activity. Low job control, low co-worker social support and low job security were found to be associated with a higher risk for menstrual pain even after controlling for the effect of age, educational attainment, parity status, smoking, body-mass index and treatment for gynecological problems. Job dissatisfaction was also related to dysmenorrhoea, albeit not significantly. The relationship between work-related psychosocial factors and painful menstruation deserves further investigation in order to determine the possible pathways of this association.
The right to take leave during menstruation is an unusual institutionalized practice, permitting an examination of the impact of social definitions of menstrual function. This research utilized in‐depth interviews with 30 knowledgeable Japanese informants to gather data on history, rationale, and use of menstruation leave, as well as opinions on the controversy about abolishing it. Materials were systematically content analyzed; findings indicated that social factors were primary determinants for use of menstruation leave. These factors included working conditions, labor union strength, and company attitudes. Major themes in the controversy over abolishing menstruation leave included the power to define menstrual experience as normal or pathological; the legitimation of menstruation leave as related to maternity; and strategies for improving women's status at work. In symbolic interactionist terms, menstruation leave represents the lack of fit between social institutions of work and women's experience.
Our objective was to assess life domain and work-related impairment in patients experiencing premenstrual syndrome (PMS). A sample of women, 18 to 45 years of age, completed the Daily Rating of Severity of Problems Form to record daily symptoms for two consecutive menstrual cycles. In the workplace, women with PMS reported higher absenteeism rates (2.5 days vs. 1.3 days; P = 0.006) and more workdays with 50% or less of typical productivity per month (7.2 days vs. 4.2 days; P < 0.0001). Women with PMS in one of two menstrual cycles reported a greater number of days with impairment in routine work, school, and household activities in comparison with women without PMS. Results indicate that PMS leads to substantial im in normal daily activities and occupational productivity and significantly increased work absenteeism.