Labor Management during 'Boshu' (Grain in Ear): How to Support Menstrual Leave and Maternal Health Management in the Rainy Season
Introduction | The Arrival of Boshu and the Season to Notice Changes in Physical Condition
The twenty-four solar terms have reached 'Boshu' (Grain in Ear). This is the time for sowing seeds of grains with awns, such as rice, and on the calendar, it marks the beginning of the full-scale rainy season.
During this period, fluctuations in atmospheric pressure and high humidity can easily disrupt the balance of the autonomic nervous system, leading to an increase in people feeling unwell, such as headaches, lethargy, or worsening menstrual pain. To ensure these 'vague feelings of malaise' do not lead to serious health issues, let us correctly understand the systems and create an environment where everyone can work with peace of mind.
Preventing the System from Becoming a Mere Formality! Legal Rules for Menstrual Leave and Maternal Health Management
To address the health issues of female employees, it is first necessary to correctly grasp the legal rules stipulated by the Labor Standards Act and the Equal Employment Opportunity Law.
There is particularly much misunderstanding regarding 'menstrual leave.' It is stipulated in Article 68 of the Labor Standards Act, and if a woman for whom work is significantly difficult makes a request, the company cannot refuse. We often receive questions such as 'Is a same-day morning application not allowed?' or 'Can the company freely decide whether it is paid or unpaid?' While same-day applications are generally valid and it is not illegal to make it unpaid, operational consideration is required so as not to hinder the use of the leave.
Also, 'maternal health management' to protect pregnant female employees is important. If there is guidance from a doctor or similar professional regarding easing commuting, extending breaks, or reducing work duties, the company has an obligation to comply with it. There are large individual differences in physical changes during pregnancy, and employees may be carrying burdens that are not easily visible to those around them. Not misinterpreting these changes as 'personal health issues' and appropriately applying measures based on a doctor's guidance as a legal obligation will lead to creating an environment where they can work with peace of mind and preventing labor disputes.
What Managers Should Know: The 'Maternal Health Management Guidance Card' and Work Reduction Measures During Pregnancy
When receiving a report from a subordinate that they are pregnant, many managers are unsure how to act specifically. The most important tool here is the 'Maternal Health Management Guidance Card' (Maternal Health Contact Card).
Maternal Health Contact Card PDF
This is a certificate for accurately conveying instructions from the attending physician (such as easing commuting, shortening working hours, or limiting physically demanding tasks) to the company. Once this card is submitted by a subordinate, the manager must promptly check the contents of the document and take measures in accordance with the instructions.
Specific 'work reduction measures during pregnancy' include the following responses:
Temporary transition from standing work to desk work
Exemption from field sales or business trips that place a heavy burden on the body
Ensuring frequent break times tailored to physical condition
Instead of hesitating because 'it will increase the burden on others,' first have the entire team take stock of the work and set up a system to distribute tasks. A manager's words, 'How are you feeling? Please don't push yourself,' and a prompt response will greatly alleviate the anxiety of a pregnant female employee.
How Working Women Can 'Communicate' to Protect Their Own Bodies
Whether it is monthly menstrual pain or morning sickness in early pregnancy, balancing the waves of physical condition with a career is a serious concern for working women. Are you pushing yourself to continue coming to work because you 'don't want to cause trouble for those around you' or 'worry that your evaluation might drop'?
Menstrual leave and maternal health management measures are important mechanisms stipulated by law for you to continue working healthily. When you are not feeling well, please do not hold it in alone and consider using these systems as necessary.
The key to having those around you happily support you is 'early sharing' and 'specific consultation'.
Menstrual Leave If your symptoms tend to be severe every month, sharing in advance to the extent possible that 'I might need to take time off depending on my physical condition' makes it easier for those around you to adjust work.
During Pregnancy If necessary, utilize the 'Maternal Health Contact Card' and consult based on objective facts, such as 'I would like to adjust my work because I have received instructions from my doctor regarding X,' which makes it easier for the company to respond.
Relying on company systems and your supervisor is by no means irresponsible. Prioritize your health and choose a sustainable way of working.
The next solar term is 'Geshi' (Summer Solstice); let's build a healthy workplace.
Addressing the health challenges of female employees is not merely a matter of employee benefits, but essential risk management for a company's sustainable growth. By correctly understanding the systems and communicating with mutual consideration, let's get through the rainy season in good health.
Now, the next of the twenty-four solar terms is 'Geshi' (Summer Solstice), when the daylight hours are the longest of the year.
Let's start preparing the workplace environment now for the arrival of full-scale summer.