Inclusive Menstrual Leave Policy Template for Employee Support

Menstrual leave is still an emerging concept: In 2024, SHRM’s annual benefits survey revealed just 2% of employers offer some form of menstrual or menopause leave in addition to other forms of leave. But some companies choose to offer menstrual leave in order to provide a supportive workplace for people who menstruate.   

If your organization is looking to implement a menstrual leave policy, this template can provide a guide for how to get started.  

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Customize this policy template in the areas written in italics to conform this template to your organization’s own specific leave offering or other policies and procedures. 

Purpose/Objective

[Company Name] is committed to providing a supportive and inclusive workplace, and that includes eliminating the stigma associated with menstrual health. This Menstrual Leave Policy is designed to offer employees leave for menstruation-related health issues, ensuring their well-being and comfort.

Eligibility

All employees who menstruate, regardless of gender identity, are eligible for [paid/unpaid] menstrual leave.

Leave Entitlement

• Regular full-time employees are entitled to [number] [paid/unpaid] menstrual leave days or [number of hourly equivalent] hours per year. Part-time employees are entitled to [prorated number of days/hours] per year.
• Employees are immediately eligible for menstrual leave as soon as they begin working for the company. 
• Menstrual leave can be taken as a half-day, full day, or [an increment of time consistent with your other forms of paid leave, e.g., increments of two hours], depending on the employee’s needs.
• Menstrual leave days cannot be carried over from one year to the next. 

Flexible Work Arrangements

Eligible employees may also request flexible working hours or remote work arrangements to manage menstrual symptoms. The company will make every effort to meet these requests but does reserve the right to deny a flexible work arrangement due to business needs.   

Employees should contact their physician to discuss symptoms and treatment options. For more frequent absences, [Company Name] will review eligibility for job protections such as FMLA and ADA and state programs as applicable.

Procedure for Requesting Leave/Flexibility

If employees cannot report to work as scheduled, they must notify their supervisor or the HR department no later than their regular starting time.

The company reserves the right to require documentation from a health care professional to verify the need for menstrual leave and/or authorizing the employee to return to work.

Employees are not obligated to disclose specific health details but are encouraged to communicate any relevant information that could help in accommodating their needs.

Confidentiality

All information related to an employee’s menstrual leave will be treated with strict confidentiality and will not be used against the employee in any manner. The company will handle any such information with discretion. 

Nondiscrimination

Utilizing menstrual leave will not affect the employee's usual benefits, rights, or employment status. This includes performance evaluations, promotions, or other performance metrics. [Company Name] forbids any retaliatory or adverse actions against employees for using their leave rights. Employees who feel they have been negatively affected should speak with HR.  

For questions or further information regarding this policy, please contact the HR department at [HR contact information].