The impact of dysmenorrhea on women’s working lives
For many women, menstruation is not just a biological process, but a challenge that can temporarily disable them due to dysmenorrhea, a gynecological disorder characterized by severe pain. This condition is classified into two types: primary dysmenorrhea, common in adolescents and young people without underlying pathologies, and secondary dysmenorrhea, associated with conditions such as endometriosis or uterine fibroids in women over 30 years of age. According to studies, between 45% and 90% of women experience menstrual pain, with 20% suffering from symptoms so severe that they affect their productivity and quality of life.
The gap in the workplace
In Mexico, the report “Menstruation and work productivity” reveals that 45% of workers miss their jobs due to menstrual discomfort, which results in salary deductions (35%) or even dismissals (2.4%). Despite this, only six states—Colima, Hidalgo, Tamaulipas, Quintana Roo, Campeche and Nuevo León—have implemented menstrual leave, exclusively for public sector employees. These must present an official medical certificate to access the benefit, leaving the private sector without regulation in this regard.
Sonia Juárez Moreno, academic at FES Aragón, explains that the lack of national progress is due to two key obstacles: the absence of social empathy and legislative challenges. “Creating a law involves negotiating with the business sector to avoid economic impacts, in addition to drafting regulations without legal loopholes,” he points out. Countries such as Spain, Japan and Zambia have already adopted this measure, although with different approaches, all aimed at guaranteeing the well-being of women during their cycle.
Towards a comprehensive solution
Juárez emphasizes that menstrual leave should be part of a broader strategy that includes reproductive health education and promotion of flexible work environments. “It’s not just about rest days, but about normalizing the dialogue about menstrual health and eliminating stigmas,” she says. A holistic approach could reduce discrimination and promote inclusive policies that benefit both workers and companies.
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