During a recent public consultation at the Tanoa International Hotel in Nadi, Felix Anthony, the General Secretary of the National Union of Workers, strongly advocated for the classification of menstrual leave as a separate category from sick leave. This discussion was part of ongoing consultations regarding amendments to the Employment Relations Act 2007 and the Work Care Bill 2024.

In response to a proposed amendment that would allow women to use three of their ten sick leave days for severe menstrual pain, Mr. Anthony stated, “Menstruation is not a sickness.” He urged the Ministry of Employment to reconsider this approach and establish a distinct leave category specifically for menstrual health. This suggestion aligns with a growing acknowledgment of the unique health needs of women in the workplace, emphasizing that menstrual issues deserve specific consideration rather than being classified under general sick leave.

Additionally, the consultation addressed family care leave, highlighting that prior to the COVID-19 pandemic, employees were entitled to five days of such leave, which was subsequently reduced to just one day. Mr. Anthony expressed hope regarding the Ministry’s proposed reintroduction of three days of family care leave, viewing it as a positive initial step toward restoring the original five-day allowance.

Mr. Anthony also raised important points regarding maternity protection, spotlighting gaps in the current law that could potentially disadvantage women returning from maternity leave. Responding to these concerns, Acting Permanent Secretary for Employment, Productivity, and Industrial Relations, Atish Kumar, reassured attendees that existing provisions protect women’s rights, allowing them to return to their previous roles without loss of pay or job status.

The engagement of various stakeholders during this consultation indicates a growing commitment to improving labor rights and workplace policies in Fiji. Many participants voiced their opinions on labor law amendments, showcasing a collective desire for enhanced worker protections, particularly focusing on supporting women and family welfare.

Overall, the ongoing dialogues signal an optimistic commitment to fostering a healthier work environment and recognizing crucial women’s health needs. If these proposed amendments are enacted, they could significantly enhance workplace conditions, prioritizing employee rights and creating a more supportive atmosphere for all workers in Fiji. This evolution in labor policies underscores a broader effort to address essential health and family-related needs within the workforce, paving the way for meaningful reforms and a more equitable work environment.