痛经假，到底多痛才敢请？

Core Points - The discussion around menstrual leave has gained significant attention, highlighting the complexities and challenges associated with its implementation and acceptance in the workplace [1][2][3] Group 1: Policy Background - Menstrual leave was first introduced in China in 1993, allowing women with severe menstrual pain to take 1-2 days off after medical confirmation [1][4] - Approximately 20 provinces and cities in China have established regulations regarding menstrual leave, typically allowing for 1-2 days off, with some regions permitting up to 3 days [4][5] Group 2: Implementation Challenges - There are significant discrepancies in the application of menstrual leave across different regions, including eligibility, pay status, and required medical documentation [5][6] - Many provinces require women to provide medical proof of "severe menstrual pain" or "excessive menstruation," which can be difficult to obtain [7][9] Group 3: Employee Experiences - Employees report facing challenges when attempting to take menstrual leave, including the fear of losing bonuses or facing workplace discrimination [8][10] - The subjective nature of menstrual pain makes it difficult to quantify, leading to additional hurdles in obtaining leave [9] Group 4: International Perspectives - Spain became the first EU country to approve menstrual leave, allowing women diagnosed with "secondary dysmenorrhea" to take paid leave, but the implementation has faced challenges [14][15] - Other countries like Japan and South Korea have established similar policies, but cultural attitudes and workplace dynamics often hinder their effective use [18][20] Group 5: Corporate Responses - Some companies, like Carrefour in France, have begun to address women's health issues by offering specific leave for conditions like endometriosis, reflecting a growing awareness of the need for supportive workplace policies [22][24] - However, concerns remain that menstrual leave could reinforce negative stereotypes about women's capabilities in the workplace [26][27]