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A One-Hour Break Solution: Integrating Paid Menstrual Breaks into Cambodia’s Labor Law
- Feb 18
- 5 min read
By Molika Meas
IPF +
Future Forum's junior research fellow Molika Meas was published in Kiripost on February 18th, 2026. Check out the original article HERE, and read it below!
Recognising menstruation as a legitimate workplace health issue, Cambodia should guarantee female employees a paid one-hour menstrual break each month to protect women’s well-being, dignity and labour rights.
Drawing on examples from Vietnam, Indonesia, Taiwan, Japan and South Korea, such a policy is both culturally appropriate and economically feasible, even for small and medium companies.
Menstruation is a natural monthly biological process that women experience an average of 400 times in their lifetime. For many, it brings symptoms such as painful cramps, fatigue, headaches and nausea, which can significantly affect well-being and work performance.
Yet menstruation remains largely unacknowledged in workplaces, harming not only women’s health but also productivity and economic outcomes.
Menstrual Stigma in Cambodia: From Adolescence to the Workplace
In Cambodia, menstruation is often surrounded by silence and taboo. According to UNICEF Cambodia, a 17-year-old girl named Srey Leak described being told by her parents never to speak about her period because menstrual blood could be used for ‘black magic’. When she first menstruated, fear and secrecy prevented her from seeking support.
Such beliefs do not disappear in adulthood. In workplaces, women often worry about employers’ and male colleagues’ reactions. Menstruation is perceived as unclean or shameful, reinforcing gender discrimination and discouraging women from speaking up about their menstrual pain and menstrual leave at workplaces.
The Hidden Cost of Menstruation: Women’s Wellbeing and Productivity
Much evidence has shown the link between lost work productivity and menstruation discomfort.
One study in Germany found that more than 80 percent of women lost nearly nine days of their productivity due to period pain. Women might also have difficulty concentrating on their work due to frequent toilet visits, more headaches and pain while menstruating.
Similarly, a global survey of 32,748 women aged 15 to 45 found that women still attending work during menstruation, despite discomfort and a lack of time to rest, are more likely to lose approximately 23.2 days of productivity per year.
Remarkably, only 20 percent of them were willing to tell their bosses about menstrual pain. This shows that a majority were afraid to take a day off, despite difficulties during their period. As a solution, most women expressed a desire for flexible working hours.
Addressing this issue at the workplace could increase productivity by 15 percent, and reduce absenteeism, resignations and improve well-being.
UNFPA says that when workplaces invest more in sexual and reproductive health services, it can boost trillions of dollars to the GDP globally. Some companies, such as Future Super and Zomato, have already voluntarily offered menstrual leave, showing that progressive practices are possible.
Why Existing Sick Leave Is Not Enough
Although Cambodia’s labour law provides various forms of leave—such as 90 days of maternity leave with 50 percent pay, special leave for family events, and paid sick leave—there is no provision for menstrual leave. As a result, women must use paid or unpaid sick leave when severe menstrual pain prevents them from working.
Compared to men or others who do not experience monthly menstruation, menstruating women face a higher risk of using up all of their leave entitlements, which could result in income reductions or the need to work overtime should they encounter other health problems.
Women’s health expert Mitra Kadarsih said it’s ‘unfair’ for women to solely rely on sick leave. If women use all their sick leave for dysmenorrhea (painful periods), they have no more paid leave left to use during other illnesses.
In many countries, including Cambodia, menstrual discomfort is treated as a cause for general sick leave, yet stigma discourages women from using it openly during menstrual pain. As a result, many work through pain or hide the real reason for absence, preventing effective policy responses.
Short Menstrual Breaks: A Workable Solution for Cambodia
Several Asian countries offer valuable lessons for Cambodia to take into consideration. In Taiwan, menstrual leave is integrated into labour rights law under the Act of Gender Equality in Employment.
Female employees are entitled to one day of menstrual leave per month, without needing to provide proof, when menstruation makes work difficult. Employers cannot reject menstrual leave requests or count them as poor attendance.
In Taiwan, workers are legally allowed separate paid and unpaid menstrual leave, distinct from sick leave.
Another example of menstrual leave is Indonesia, which provides female workers with two days of paid menstrual leave per month, outlined in Article 81 of the Manpower Law No. 13/2003.
However, some companies fail to obey this law and discriminate against female employees, even demanding proof like doctor’s notes and used pads, which discourages Indonesian women from taking leave despite the law.
Cambodia would similarly face significant challenges in implementing a paid, full-day menstrual leave policy, especially since Cambodia has over 520,000 small and micro businesses, which could struggle with staff shortages.
Instead of providing paid menstrual leave, Cambodia can offer a short menstruation break for one hour, three days per month, following the model of Vietnam’s labour law, which is more practical and feasible for both companies and workers.
A 60-minute break would allow women to rest, take pain relief, or manage hygiene, without significantly impacting the employer, or reducing the women’s pay.
This approach acknowledges menstruation as a legitimate health concern without imposing the heavier financial and staffing burdens associated with full-day leave. It also aligns with Cambodia’s economic structure and labor market realities.
Cambodia should incorporate an entitlement to a one-hour paid menstrual break into its labour law. This break should be distinct from the existing lunch or resting break, and must not result in wage deduction.
The employers must approve menstrual breaks up to three days per month, as requested by employees, without medical proof.
If female employees do choose to work as normal during their menstruation, they should get an extra wage in addition to their monthly wage. Following Vietnam’s model, the law should require additional compensation, separate from overtime, as recognition of physical strain and fairness.
Furthermore, to ensure the new regulation is smooth, practical, and avoids discrimination based on gender, the Ministry of Labour should integrate the code of conduct for gender protection in its labour law. This would prohibit explicit anti-discrimination language related to menstruation and prevent employers from using menstrual break usage as a basis for hiring, promotion, termination, or performance evaluation decisions.
Enforcement Matters
Experiences from Japan and South Korea show that legal recognition alone is not enough. In South Korea, unpaid menstrual leave exists, but usage fell from 23.6 percent in 2013 to 19.7 percent in 2017 due to workplace discrimination and gender stigma.
The government later fined companies that refuse leave, which modestly increased uptake.
Similarly, Japan has had menstrual leave since 1947, but usage has declined from 20 percent in 1960 to under one percent today, showing that without enforcement and cultural change, policies remain largely ‘ineffective’.
To ensure effective implementation, the Ministry of Labor and Vocational Training should issue clear regulatory guidance outlining employer obligations, employee rights, and inspection procedures related to menstrual breaks.
Menstrual health should also be integrated into workplace occupational safety and health standards and labor inspection checklists, requiring further follow up to confirm whether the companies follow the law.
If not, companies will be fined, with the money incorporated into the national budget to improve the sanitation for hygienic menstrual facilities, like clean water accessibility and clean toilets.
Menstruation should not cost women their wages, dignity, or career progression. By integrating a paid one-hour menstrual break into its labor law, Cambodia can take a pragmatic, inclusive step toward recognising menstrual health as a workplace reality. This balanced approach protects women’s health, respects economic constraints, and signals a commitment to gender-responsive labour governance.
With thoughtful design, enforcement, and education, Cambodia can turn a long-silenced issue into a model of practical reform.
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