The case for menstrual leave in Tanzania 

My eyes widened as I watched my colleague swallow painkillers dry in the lunchroom. The sharpness of the act startled me, but then it dawned on me that she was in desperate pain. Two of the five women at our table instinctively leaned forward, their hands reaching out. We each murmured “Pole”, each syllable landing flat, unable to bridge the gap between her agony and our empathy. She writhed slightly in her seat, her face betraying the struggle to sit still. “Niko poa, “I’ll just wait for the painkillers to take effect,” she said bravely, feigning a half smile.

Minutes later we shared the kind of battle stories only we women know too well. Tales of throbbing headaches, tightened lower abdomens, and the debilitating fatigue that left us simultaneously fighting the corporate battle and the conflict within our own bodies.

I’ll admit, the scene sounds a bit swollen with drama with all that battle talk but I’m not about to let Women’s Month end without touching on the topic of menstrual leave. Besides, pain has a way of making even small acts feel epic, like sitting still when your body begs to curl in on itself. By the end of lunch, though, I was the one hunched over my phone, typing “menstrual leave” into Google’s search bar.

I wanted to know if this was something women of Bongo could strive for. Would we have to arm ourselves with petitions alongside women in other corners of the world who’d already claimed the right to rest when their bodies demanded it? Or would we, as we so often do, keep sitting through the pain, silently, until the painkillers or whatever remedies we use take effect?

Here’s what I discovered: A few countries have acknowledged this silent struggle by implementing menstrual leave policies. Japan, a pioneer since 1947, allows women to take leave during painful periods. South Korea grants female employees menstrual leave under Article 71 of its Labour Standards Law. Indonesia's Labour Act No. 13 entitles women to two days of menstrual leave per month. Closer to home, Zambia offers a day off each month, aptly termed "Mother's Day".

The introduction of menstrual leave in Tanzania could offer benefits such as raising awareness about menstrual health, allowing for more inclusive and understanding workplaces. Simultaneously, however, the implementation of such policies could inadvertently increase workplace discrimination, reinforcing stereotypes about women's efficiency and reliability.

On the other hand, menstrual leave could combat absenteeism, as employees would have the option to take designated leave rather than unscheduled sick days. Moreover, it would provide much-needed support for those suffering from conditions like endometriosis, offering them a reprieve from their monthly torment. Yet there are concerns about potential privacy issues, as employees might be compelled to disclose personal health information.

The case for menstrual leave in Tanzania is more than just a conversation about pain; it’s a conversation about priorities. It forces us to confront the question of how much a society values its female workforce when their productivity collides with their biology. Menstrual leave, at its core, is not about seeking special treatment; it’s about acknowledging a universal experience that millions endure silently.

Should Tanzania join the ranks of nations recognising menstrual leave?

Could such a policy alleviate the silent suffering of countless women, or would it inadvertently reinforce the very stigmas it aims to dismantle? 

Yes, there are valid concerns about implementation, uptake, and unintended consequences. But these are the growing pains of progress. Right? Policies like this challenge the status quo, and history shows us that meaningful change often begins as a murmur before it becomes a movement.

Perhaps the real question isn’t whether Tanzania is ready for menstrual leave but whether we are ready to rethink what fairness and empathy look like in the workplace. In the end, the answer remains as complex and multifaceted as the women it seeks to serve.

For inquiries and suggestions, contact charlotte.makala@gmail.com