During a recent public consultation in Nadi, Felix Anthony, the General Secretary of the National Union of Workers, advocated for menstrual leave to be classified separately from sick leave. This discussion arose during consultations regarding amendments to the Employment Relations Act 2007 and the Work Care Bill 2024. Anthony responded to a proposed amendment that would permit women to allocate three of their ten sick leave days for severe menstrual pain, arguing that menstruation should not be considered a sickness.

Anthony emphasized the need for a distinct leave category tailored specifically for menstrual issues, urging the Ministry of Employment to reconsider the current approach and establish a separate leave period for this purpose. The importance of acknowledging menstruation as a natural biological process rather than a medical condition reflects a growing recognition of specific workplace needs for women’s health.

The consultation also touched on family care leave, recalling that prior to the pandemic, employees had access to five days of such leave. The temporary reduction during the pandemic raised concerns, and Anthony expressed hope that the ministry’s proposed amendment to reintroduce three days could be a stepping stone toward restoring the full five days that workers previously enjoyed.

Furthermore, Anthony pointed out potential areas for improvement concerning maternity protection laws, concerned that women might face disadvantages when returning to the workforce after maternity leave. Acting Permanent Secretary for Employment, Productivity, and Industrial Relations, Atish Kumar, responded by reassuring attendees that current provisions ensure women return to their jobs with no loss of pay or status.

This public consultation reflects a significant engagement from various stakeholders in addressing labor law improvements in Fiji. It indicates a collective desire to enhance protections and benefits for workers, particularly focusing on women’s rights and family welfare. The ongoing dialogues convey optimism that these proposed changes will positively impact the workforce in Fiji, fostering an environment that prioritizes employee rights and well-being. These discussions highlight the commitment to creating a more supportive and equitable work environment for all individuals in the country.