Can I ask for leave for dysmenorrhea? How to write a leave note?

Today, the topic of "dysmenorrhea" rushed to Weibo for hot search, which triggered a hot discussion among many netizens.

It is reported that recently, in response to the question of CPPCC member Cheng, the Shenzhen Municipal Bureau of Human Resources and Social Security replied that female employees with severe dysmenorrhea and menorrhagia can be given 1 to 2 days of menstrual leave after being diagnosed by medical or maternal and child health care institutions. In this regard, many netizens said that they are very warm-hearted and worthy of promotion in more places. Some people worry that there will be many obstacles in the follow-up implementation, which may even aggravate gender discrimination in employment.

Image source: vision china

First of all, it needs to be clear that women's dysmenorrhea leave is by no means "melodramatic" and "moaning without illness", but a helpless choice after facing extreme physical discomfort. In reality, although not all women will suffer from dysmenorrhea, everyone will have many relatives and friends who are troubled by it. The author clearly remembers that at school, a female classmate fainted directly in the toilet because of severe dysmenorrhea. Some friends have also talked about the negative feeling of having to curl up in bed to relieve pain during dysmenorrhea. The reason why some people don't realize the seriousness of dysmenorrhea may be precisely because it has been hidden for a long time, and it is a kind of pain that is rarely said publicly.

This time, Shenzhen made it clear that women can take "dysmenorrhea leave", releasing a kind of policy goodwill of caring for women, which can guide the society to face up to the long-neglected needs of women and care for menstrual women to spend "difficult days" more easily and calmly.

In fact, for women with dysmenorrhea, this policy is not a "chicken rib" at all. It is conceivable that if you have severe dysmenorrhea or menorrhagia for a few days, you have to squeeze the subway at the morning peak as usual, or even experience more than an hour of "extreme commuting", which will inevitably aggravate your discomfort. Moreover, when dysmenorrhea occurs, people are easy to feel tired, and the existence of pain makes it difficult for people to concentrate on their work. It is difficult to ensure work efficiency and is not conducive to their relief. In the state of resting at home, they can avoid long commuting and fatigue at their desks. Moderate bed rest is also conducive to reducing discomfort and helping them gradually recover their physical strength.

Of course, there are still many details worthy of attention in the implementation of specific policies. For example, the diagnosis of dysmenorrhea should ensure basic convenience. Some netizens pointed out that it was too painful to take time off to go to the hospital for diagnosis. In this regard, on the one hand, it is necessary to simplify the diagnosis process and increase the channels of diagnosis, such as bringing the community hospitals at home into the medical institutions that have been diagnosed, so as to facilitate people's actions to the greatest extent. On the other hand, for pathological dysmenorrhea, we can also try the mode of "once diagnosed, then universal" to reduce unnecessary tossing.

In addition, during the implementation of "dysmenorrhea leave", there are still practical difficulties that employees are "afraid to take a break" and "unable to take a break". In fact, the concept of "dysmenorrhea" has a long history. 1993 The former Ministry of Health and the All-China Federation of Trade Unions jointly promulgated the "Regulations on Health Care for Female Workers", which pointed out that female workers with severe dysmenorrhea and menorrhagia can be given 1 to 2 days menstrual leave after diagnosis by medical or maternal and child health care institutions. At present, more than ten provinces such as Beijing, Shanghai, Shaanxi and Shanxi have clearly defined this right of female workers in local laws and regulations.

Image source: vision china

However, it is reported that this right is often "selectively ignored" due to the lack of mandatory policy implementation and the management and cost considerations of enterprises. In reality, some female employees are either embarrassed about the problem of dysmenorrhea, or worry that their leading colleagues will think that they are "too troublesome" and "dragging their feet", and even become the key consideration object of "optimization", and dare not take "dysmenorrhea leave".

In this regard, in addition to strengthening supervision and protecting the labor rights and interests of female workers, it is more fundamental to enhance attention and respect for the special needs of different groups at the social level.

In fact, if handled properly, "dysmenorrhea" will not only become a "contradiction point" between enterprises and employees, but also become an opportunity for both sides to enhance mutual trust. Employers should realize that these efforts are not troubles, but sincere expressions of caring for employees, from providing temporary sanitary napkins for menstrual employees to giving employees in need "dysmenorrhea leave". After employees feel this warmth and goodwill, they will also increase their sense of trust and belonging to the unit, and then form a positive cycle of mutual understanding and respect.

In short, "dysmenorrhea leave" should not be a paper welfare that is "selectively ignored". How to further implement and do a good job needs more refinement and exploration.