During a recent public consultation at the Tanoa International Hotel in Nadi, Felix Anthony, the General Secretary of the National Union of Workers, voiced his strong support for establishing menstrual leave as a distinct category separate from sick leave. This remark was made in the context of proposed amendments to the Employment Relations Act 2007 and Work Care Bill 2024, which currently allows women to utilize a portion of their sick leave for menstrual-related health issues.

Anthony emphasized the need for a dedicated leave category, asserting that “menstruation is not a sickness,” and therefore should not be classified under sick leave provisions. He encouraged the Ministry to reconsider their approach and implement a special leave specifically for menstruation. This request highlights a growing acknowledgment within workplaces that menstrual health is a significant concern for many women.

In addition to discussing menstrual leave, Anthony raised points regarding family care leave, recalling that before the pandemic, employees had access to five days of such leave. Due to COVID-19, this was temporarily reduced, but recent discussions from the Ministry now propose restoring three days of family care leave, a move Anthony views positively as a first step toward reinstating the previous five-day allowance.

Moreover, during the consultation, Anthony called attention to gaps in maternity protection laws, expressing a need for stronger protections ensuring that women do not face job-related disadvantages when they return from maternity leave. Acting Permanent Secretary for Employment, Productivity, and Industrial Relations, Atish Kumar, reassured attendees that existing legislative provisions already protect women’s rights related to maternity leave, ensuring they return to their prior roles without loss of benefits.

The consultation was part of broader efforts to engage stakeholders and gather input on these vital labor law amendments, aimed at improving worker protections and well-being throughout Fiji. Many participants raised their views, indicating a collective move towards enhancing workplace conditions and support systems for families.

Overall, this ongoing dialogue reflects an encouraging trend towards recognizing and addressing specific health and family-related needs within the workforce, signaling a commitment to fostering a healthier and more supportive work environment for all. The proposed changes offer a hopeful outlook for future reforms that prioritize both employee rights and family well-being.