Menstrual leave - Seirikyuuka

Japanese: 生理休暇 - せいりきゅうか
Menstrual leave - Seirikyuuka

This is a system for protecting the health and maternity of female workers, and is a leave that female workers can request from their employers when they are on their period. Article 68 of the Labor Standards Act (Law No. 49 of 1947) stipulates that "When a woman who finds it extremely difficult to work on her period requests leave, the employer shall not allow her to work on her period." Employers who violate this rule are subject to a fine (Article 120). Regarding menstrual leave, workers have argued that menstrual leave is important for maternity protection, as it is different from normal periods and causes significant fatigue. However, companies have strongly demanded its abolition, claiming that menstrual leave has no medical basis and is actually an obstacle to equal employment for women. As a result of this conflict between the two sides, the Labor Standards Act was amended following the enactment of the Equal Employment Opportunity Act (1985) to delete the phrase "or women engaged in work that is harmful to menstruation" from Article 67 (current Article 68) of the old law, and the provisions were partially relaxed.

[Yoshio Yuasa]

[Reference] | Maternity Protection

Source: Shogakukan Encyclopedia Nipponica About Encyclopedia Nipponica Information | Legend

Japanese:

婦人労働者の健康と母性保護のための制度で、婦人労働者が生理のときに使用者に請求する休暇のことである。労働基準法(昭和22年法律49号)第68条は「使用者は、生理日の就業が著しく困難な女子が休暇を請求したときは、その者を生理日に就業させてはならない」旨を定めている。これに違反した使用者は罰金を科せられる(120条)。生理休暇については、労働者側は、生理時には通常の場合と異なって疲労度が著しく高くなること、また、母性保護上も生理休暇は重要であると主張してきたが、企業の側は、生理休暇は医学的に根拠はなく、かえって婦人の平等雇用を妨げているとして、その廃止を強く要求してきた。このような両者の対立の結果、男女雇用機会均等法の成立(1985)に伴う労働基準法の改正によって、旧法第67条(現68条)の「又は生理に有害な業務に従事する女子」という文言が削除され、その規定が一部緩和された。

[湯浅良雄]

[参照項目] | 母性保護

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