Spain plans to introduce paid leave for women in the bill. Do you support letting women take physical leave at home?

The physiological period is easy to cause inattention, bad mood, irritability and psychological anxiety, which directly leads to an increase in work mistakes, inefficiency and even failure to work normally. Therefore, from the perspective of protecting women's rights and interests, paid physiological leave is a humanized consideration.

However, there are many obstacles in the implementation of physiological leave for many reasons:

1. Company: It is difficult to arrange work.

Women can only know when they will have their period, but they don't know the exact time. How can I take this vacation if my period suddenly comes to my door? Especially in some positions, if you don't ask for leave in advance, no one will pack up what you have at hand, which will affect your work (but this problem can be solved by technology-let women know the time of menstruation)?

2. Women: Exposing privacy

Private information is known by the company. In case I don't get my period on time, the leader thinks I'm pregnant (this ...... I didn't expect it)!

3. Lack of standards

Dysmenorrhea pain is a very personal feeling, and it is difficult to have a clear standard to identify the degree of pain as "dysmenorrhea". It would be too much trouble if you have to have a certificate from a medical institution. Should I go to the hospital to get a certificate and then go back to the company for leave?

4, the problem of execution

If some units do not implement "physiological leave", how should they be punished? For these, there is no clear regulation at present. If the physiological hypothesis is set but cannot be put into place, it will only cause more harm to female employees.

5. Unequal treatment at work

Judging from the current employment environment, women are not as competitive as men in the workplace. If physiological leave is given again, it may aggravate the discrimination against women's employment in the labor market, and in the long run, it will "do bad things with good intentions."

6. Reverse discrimination

Although the original intention of physiological leave is special care for women, sometimes "poor care" will also become a kind of discrimination. It's like setting up a female-only parking space. Whether it is care or discrimination is still a controversial issue. Although it may sound like we are picky, the greater progress of society allows us to be picky about this concern!

About physiological leave, an immature suggestion:

1, physiological leave can be used as an elective leave for women. After all, not every woman will have dysmenorrhea when she comes to menstruation. During the vacation, the unit does not need to pay full labor remuneration. This is not only beneficial to the physical and mental health of employees, but also will not increase the burden on enterprises.

2. If you discriminate against women's employment because of physiological leave, please consider a problem: every family has at least one woman, and creating a good employment environment for women is beneficial to every family. In addition, the value of women's work is irreplaceable in some cases.