職場經期健康與生理假實施初探

A Preliminary Study on Menstrual Health and Menstrual Leave in the Workplace in Taiwan

張珏(Chuen Chang) ； 陳芬苓(Fen-Ling Chen) ； 張菊惠(Chu-Hui Chang) ； 徐儆暉(Ching-Hui Hsu)

《台灣公共衛生雜誌》 30卷5期 (2011/10) Pp. 436-450

https://doi.org/10.6288/TJPH2011-30-05-03

摘要

我國《性別工作平等法》於2002年通過，生理假是其中對婦女健康的一項福利措施，在實施多年後有必要瞭解國內女性勞工因工作性質及環境影響其生理假需求情形，生理假實際執行的狀況，探索生理假制度是否會因女性勞工工作而有執行上差異，以俾提出相關政策或方案。方法：本研究運用檔案研究法與日本生理假政策做比較，並以焦點團體方法訪談不同行業女性因工作而經期不適的差異經驗，以及對生理假看法與經驗。結果：目前明確實施生理假的國家有日本、印尼、韓國與台灣。在焦點團體分析上，發現被訪問大多數女性都有經歷經期不適的情況，也瞭解不同的公司及生理假的實施和使用規定。但是在使用情況，會因為「規定太過僵化」、「其他人都沒有請」、「有其他假可以休」、「沒有人代班」或「必須要有醫生證明」等因素導致生理假使用率低。女性勞動者也反映希望主管和男性員工能增加對生理假的認知，職場中友善工作環境的建立才能使生理假制度順利推行。結論：文後針對生理假的爭議，包括生理假制定的必要性、舉證及濫用問題、考績評核問題、職場經期健康促進與生理假的關係等議題進行討論，並提出政策未來建議，包括：l.鼓勵職場建立經期支持環境；2.工作場所管理模式改變；3.生理假彈性化；4.經期健康教育融入每年例行職業安全衛生講習中；5.對廠護提供經期健康訓練課程；6.加強經期與工作關聯性資料蒐集等。

關鍵字

生理假 ； 性別工作平等法 ； 經期健康

並列摘要

The Gender Equal Employment Act was enacted in 2002 and the right to apply for menstrual leave was one of its provisions. It is important to evaluate the need for this policy, the impact of menstrual leave and the relationship between women menstrual health and work. Methods: In order to understand the practice of menstrual leave under the Gender Equity Work Act, two research methods were adopted by this study: documentary research and 8 focus groups. Results: According to the focus group, most of our interviewees had experienced menstrual discomfort. Their reasons included congenital physical problems, pressure, nervousness, an bad life style, and drinking cold liquids. They did not understand the regulations about menstrual leave such as how to apply for it or how to use it. They seldom used menstrual leave for the following reasons: the regulation had no flexibility, no one they knew had ever applied for it, there are many other leaves that might apply, nobody could take over their jobs, and the organization needed medical receipts if the workers wanted to apply for menstrual leave. We also asked interviewees for their opinions about governmental policies regarding menstrual leave. Conclusions: Further actions should be: 1. to build a supportive environment for menstrual care in the workplace, 2. to adjust management style in the workplace, 3. to make menstrual leave flexible, 4. to provide lectures to help female workers take care of themselves during their menstrual periods and to include these lectures in routine occupational health and safety courses, 5. to train nurses in the factories to care for menstrual discomfort, 6. to collecting data related to the relationship between menstrual health and employment.

並列關鍵字

menstrual leave ； Gender Equal Employment Act ； menstrual health

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