Taking a day off from work due to menstruation is a reality for many people.
However, most cannot predict in advance whether they will be able to work on that day.
Despite suffering from severe pain or nausea, some are denied leave simply because they did not apply in advance.
Even when leave is granted, they are often met with cold stares and pressured to apologize.
“You’re off again?”
“You’re causing trouble for others.”
These kinds of comments create a workplace atmosphere that treats every absence like a failure—and the person as “unreliable.”
But is this truly fair?
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Physical condition fluctuates, but the way we work assumes stability
Modern working styles are built on the assumption that people are physically stable every day.
The model assumes that workers can commute at the same time each morning, never take sudden leave, and perform at full capacity.
However, this model often reflects the lifestyle of a “consistently healthy, single man.”
It does not fit the realities of those with menstruation, those who are pregnant or raising children, or those caring for family members.
People with fluctuating physical conditions are forced into rigid systems, and as a result, they are treated as “exceptions” or as “inconvenient people.”
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Being forced to apologize every month hurts everyone
Menstruation occurs regularly.
For those with severe symptoms, it may mean spending the day in bed.
Despite this, every absence results in guilt, social pressure, and declining workplace evaluations.
This situation should not be seen as a matter of individual effort or self-discipline—it is a structural problem.
Taking time off is not a “burden” but a necessary act of self-care.
The real problem lies in working systems that are incapable of handling such natural fluctuations.
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Who benefits from workplaces that reject sudden leave?
The idea that “sudden leave causes trouble” or “you should apologize for being absent” stems from a workplace model that fails to include people with unpredictable conditions.
Policies and evaluations are based on the flawed assumption that employees are healthy and stable every single day.
What we truly need are:
Workplaces where people can stay in their roles even with fluctuating health
Systems that treat absences not as a crisis, but as an expected part of life
In other words, we need flexibility built into our work environments.
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It’s time to ask: Who defines “normal”?
The current definition of “normal” work was created under a male-centered model of society.
To build workplaces where those with or without menstruation, with or without stable health, can all feel safe, we must question and revise this outdated model.
Menstrual leave exposes a deeper issue:
A social structure that does not tolerate sudden health issues,
and a need for working styles that accommodate diverse physical conditions.
It is time for us to rethink how we work—and build a society where no one is forced to push through pain just to be seen as “reliable.”
If you found this article helpful, I would be very grateful if you could share it with others. Thank you for reading!
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