This article examines sick leave related to menstrual cramps, noting how some Spanish companies approach this issue under medical guidance. In certain firms, policies and healthcare provisions include a female-specific outlook, while in others, sick leave for menstrual pain is not formally codified in any agreement or protocol, yet it remains part of the company culture, as observed by Gina Aran, founder and CEO of Inginium.
Inginium is a human resources consultancy with around twenty employees, most of whom are women. When an employee is ill, attendance isn’t expected; it may be due to flu or menstrual cramps. And while the standard practice often involves not making up for lost time, that reality still occurs in many workplaces.
Is the examination of menstrual losses a right or a new reason for discrimination?
Globally, large multinationals have been exploring menstrual sick leave through labor relations frameworks. For instance, Nike adopted a code of conduct in November 2020 that mentions health considerations, including the potential for physical examinations to be avoided to verify eligibility for certain leave benefits. In some regions, menstrual leave is already mandated by local law, as seen in Japan, while other countries rely on company policy and cultural shifts to guide practice. This distinction highlights how rights to menstrual leave vary by jurisdiction and corporate policy. [Source attribution: Nike code of conduct 2020]
Protecting women’s health
In Spain, clear precedents exist in certain municipalities such as Girona, Sabadell, and Castellón, where menstrual sick leave has been recognized for employees. More broadly, Spanish companies without explicit national guidance still demonstrate approaches that acknowledge women’s specific health needs. Aftermarket evidence from corporate wellness initiatives shows how employers address these concerns in practice.
For example, a major carmaker launched a voluntary health program in 2017 within a metropolitan area, offering annual gynecological services to female employees across several brands. The aim was to fill a gap in women’s health prevention and early detection. The program revealed that many women had not previously accessed regular gynecological check-ups, and it identified numerous pathologies that were previously undiagnosed. This experience underscored the broader impact of workplace health initiatives on family wellbeing, public health, and corporate performance. [Source attribution: corporate health initiative case study]
“An inadequate period, you cannot work and lead a normal life”
In another manufacturing setting, a health week program brings in gynecologists to conduct employee check-ups. An agreement with a regional oncology institute provides mammography and cancer screening for women over a certain age, illustrating how workplaces partner with health services to support female employees.
Prevention and reconciliation
Wellness programs in energy companies include annual gynecological and breast examinations, mammography, and ultrasound for female staff. Osteoporosis screening efforts target premenopausal women as well. A health platform offering exercise, nutrition advice, and mental health resources complements these services. Moreover, firms increasingly accommodate women’s needs by enabling telework or adjusting workstations to support lactation during work hours, professional responsibilities, and caregiving needs.
Other employers have established pregnancy-related health protocols that ensure rights related to medical follow-up and occupational health. In addition to supporting work-life balance, these measures adapt job duties to pregnancy, enabling smoother transitions for expectant workers.
Similarly, some retailers have enhanced maternity provisions by adding breastfeeding leave, effectively extending maternity leave for a practical and supportive period. This approach demonstrates a broader commitment to women’s health and workplace wellbeing across the corporate landscape.