The sustainable brand Modibodi is one of the latest firms to announce a new policy that offers staff paid leave for menstruation, menopause and miscarriage.
The reusable and sustainable period pant brand has launched this new policy to support employees after birthing complications as well as to normalise conversations around menstruation and menopause.
Employees working for the organisation will accrue an extra 10 days of paid personal leave for menstruation, menopause discomfort or in the sad circumstance of a miscarriage.
Modibodi explained that these paid leave days aren’t taken from ‘sick leave’ but are instead specifically designed for use by staff who are suffering menstrual or menopause symptoms which could interfere with their work.
A wealth of data has pointed towards the number of women that have been impacted by miscarriage, menopause and menstruation, highlighting the need for policies like this in the workplace.
Research published on Tommys.org website found that an estimated one in four pregnancies end in miscarriage.
In addition, data from the Faculty of Occupational Medicine found that almost eight out of ten menopausal women are in work.
The statistics suggest why offering support in the workplace, as well as normalising conversations around these subjects, are key.
‘Normalising conversations’
Kristy Chong, CEO and Founder at Modibodi, explained that these policies form part of the firm’s commitment to “normalise conversations about menstruation” and also remove any stigma associated with it.
“To help change those attitudes, we need to start in our own office, and this new policy is one action we can take now to help do that.”
Yet, the sustainable brand’s policy goes further than just offering menstrual leave as it incorporates paid leave for those suffering from symptoms of the menopause too.
Chong added: “We’re giving employees the option to take paid leave days for either menstruation or menopause, or to choose to work from home during days when they’re feeling discomfort.
“We want our staff to be able to be honest about their experiences of menstruation, menopause and miscarriage by encouraging people to feel comfortable asking for support and understanding when they need it.”
It is likely that policies like these – that encourage employees to speak up and ask for support when needed – will contribute to a more open culture which can have notable benefits for organisations.
Channel 4 & Monzo
The launch of Modibodi’s new policy follows in the footsteps of several employers including Channel 4 and Monzo who have rolled out similar schemes to better support staff.
Television network Channel 4 previously announced the launch of its dedicated Pregnancy Loss Policy which was designed to support staff through pregnancy loss – which includes, but is not limited to, miscarriage, stillbirth and abortion.
In a LinkedIn post, Kirstin Furber, People Director at Channel 4, wrote: “I am proud to have worked with the four women co-chairs to introduce this dedicated Pregnancy Loss Policy. A global first we believe, to support both our female and male employees through pregnancy loss.”
Separately, the fintech disruptor Monzo previously announced that it is offering paid leave for staff who have been affected by the loss of a pregnancy.
HR Grapevine previously reported that the bank will give either partner up to ten days of paid leave if they lose a child due to miscarriage, abortion or stillbirth, regardless of where in the pregnancy timeline it occurs.
The bank told the Guardian: “This also includes colleagues who are partners or surrogate mothers, recognising that pregnancy loss doesn’t just affect women or heterosexual couples.”
