Jade, whose name has been changed for privacy, suffered from severe menstrual pain, including stabbing sensations, migraines, and abdominal cramps. This made it impossible for her to work, as she would have to take sick leave and lose two days of pay. However, as her income decreased, seeking medical specialists to understand and alleviate her pain became increasingly unaffordable. After being diagnosed with endometriosis twelve years ago, she began treatment that helped reduce the intensity of her pain, although it did not completely eliminate it. Despite this, Jade found ways to adapt to her condition, and her employer also made accommodations for her.
In September 2023, Jade joined the team of the municipality of Saint-Ouen-sur-Seine, which had announced the implementation of menstrual leave for employees suffering from debilitating periods on March 8 of the same year. This was a policy that Jade had in mind when accepting the job. At that time, she was experiencing less pain due to her treatment, so she did not feel the need to take menstrual leave. However, the existence of this policy was a positive indicator for Jade regarding the working conditions of the municipality in Seine-Saint-Denis, which was a pioneer in this area. When her period pain became too intense, she initially took days of telecommuting before her manager, who was aware of her situation, suggested the menstrual leave policy to her.
During a meeting with the occupational health service that lasted over an hour, Jade discussed which of the four measures of the menstrual leave policy would be most suitable for her endometriosis and workload. Options included one to four days of teleworking, special leave for one or two days, office or work schedule adjustments, or a combination of measures. Following the meeting, Jade was granted two days of telework, documented on her HR record without specific details about the reasons. This policy was not seen as a way to hide her condition but rather as a genuine effort to support her well-being at work.
The menstrual leave policy introduced by the municipality of Saint-Ouen-sur-Seine was a groundbreaking initiative in France, as it aimed to address the specific needs of women with debilitating menstrual symptoms. By offering options such as teleworking and special leave, the policy allowed employees like Jade to better manage their conditions while maintaining their professional responsibilities. This approach also demonstrated a commitment to creating a more inclusive and supportive workplace environment for individuals dealing with chronic health conditions.
Overall, Jade’s experience highlighted the importance of workplace accommodations for individuals with medical conditions such as endometriosis. By providing flexibility and understanding, employers can help their employees navigate their health challenges while continuing to excel in their roles. The implementation of menstrual leave policies in organizations like the municipality of Saint-Ouen-sur-Seine is a step towards fostering a more compassionate and accommodating work culture that prioritizes the well-being of all employees, regardless of their health conditions.
