HR policies can actually accommodate national average days of rest based on medically relevant research findings and see when/if women are underperforming or have emotional outbursts during their periods. Days of rest need not translate as leaves but as days with lighter workloads. This will also benefit the organization, avoiding any chances of under performance owing to exhaustion. Syncing the person’s period tracker with the company’s attendance calendar can help HR personnel monitor this process formally. This will avoid misuse of such a provision if it is created and implemented. Read more here :
http://menstrupedia.com/blog/creating-a-period-friendly-workplace-for-women/
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