Know your leaves

A few weeks ago, 10 Minute School, Bangladesh's leading ed-tech company, introduced 12 days of paid menstrual leave for all female employees, effective from 1 September. This progressive step has been widely praised, particularly by women across various sectors.

Although the concept of menstrual leave originated in the early 20th century, it remains relatively new in Bangladesh. In the 1920s, Japanese labour unions began advocating for "seiri kyuka" (menstrual leave), and by 1947, Japan legally recognised the need for women to take time off during menstruation through its Labour Standards Act.

Nawshin Afrose, senior executive of Human Resources at 10 Minute School, explained that the policy was introduced after observing that many female employees were using their sick leaves during their menstrual cycles.

"We need to break the stigma around menstruation, which is not an illness, and offer a more supportive option. Women deserve at least one day of rest each month when they need it most. Of course, we researched existing menstrual leave policies both nationally and globally," she added.

The initiative has also been appreciated by male employees at the company.

"The menstrual leave policy isn't just about giving time off; it's about recognising that this is a real, physical challenge and offering support," said Shams Asif Chowdhury, manager and program lead for Skills at 10 Minute School. "Personally, I feel proud to be part of a company that prioritises the well-being of its employees this way," he added.

Leaves are not favours granted by an employer, rather it is a right of the employee. Knowing that they can take time off when they really need it without jeopardising their job or income creates a sense of security, which in turn drives productivity. It's a win-win for both parties.

Farah Tabassum, a freelance HR professional

The importance of proper leave categorisation

Farah Tabassum, a freelance HR professional currently working on a contract with a US-based immigration consulting firm, believes that proper categorisation of leaves in the workplace is essential for fostering transparency between employers and employees. According to her, it ensures clarity and plays a significant role in boosting productivity.

"When employees know exactly what kind of leave they're entitled to — whether it's casual, medical, or earned leave — it creates a more structured environment. This transparency helps employees plan their time off more effectively without feeling like they're exploiting the system or being short-changed.

"Leave is not a favour granted by the employer; it is a right of the employee. Knowing they can take time off when they need it, without jeopardising their job or income, creates a sense of security, which in turn drives productivity. It's a win-win for both parties," she added.

Farah also shared that her previous workplace, an IT company, offered only a few types of leave: 10 casual days, 14 medical days, 90 days of maternity leave, and unpaid leave.

"The number of casual leaves was barely enough, especially since there wasn't any option for annual leave. By the second quarter of the year, many employees had already used up their casual leave and were forced to dip into their medical leave for non-medical reasons," she said.

Her current workplace offers earned/privilege leave (one earned leave for every 18 working days), compensatory leave (for working on weekends or government holidays), and bereavement leave.

"This ensures better transparency and bookkeeping. Employees can state the reasons and receive the appropriate leaves accordingly," she concluded.

Unusual leaves you should know about

Meheraj Islam, a brand manager at a leading multinational corporation in Bangladesh, recently took an unconventional leave — a sabbatical — for three months.

"I was completely burned out from work and needed a break. On top of that, I had personal matters to attend to. I requested a sabbatical leave from my employer, which is pretty rare in the corporate world. Thankfully, my solid performance earned me the approval," Meheraj shared.

Sabbatical leave allows employees to take extended time off to pursue personal interests such as travelling, writing, research, or volunteering. The duration can range from two months to a year, depending on company policy and the employee's needs.

In Meheraj's case, he was fortunate to receive a paid sabbatical, which is not always the norm. Typically, whether the sabbatical is paid or unpaid is mutually decided by the employer and the employee.

Meheraj believes the break helped him recharge and return to work with renewed energy and focus.

While sabbaticals are more common in academic and research fields, where they can last a semester or even a year, the corporate world is slowly adopting this policy for high-performing employees.

Another lesser-known policy is mandatory or forced leave, implemented by some banks as directed by the Bangladesh Bank. This policy requires employees to take a certain number of days off, during which their superiors assess their work.

The goal of forced leave is to ensure employees rest and recharge while also allowing a review of their work performance in their absence, creating a check-and-balance system within the organisation.

Paternity leaves still a long way off 

In 2021, 115 out of 185 countries assessed by the ILO offered the right to paternity leave, with 33 new countries implementing such policies in the last decade.

While maternity leave is protected by the constitution in Bangladesh, there is still no legal provision for paternity leave.

Section 46 of the Bangladesh Labour Act 2006 ensures female workers receive 16 weeks of maternity leave. Rule 197 (1) of the Bangladesh Service Rules grants female government servants six months of leave, and Article 4 (1) of the Maternity Protection Convention, 2000 provides at least 14 weeks of maternity leave for female workers.

However, some multinational corporations, banks, and NGOs like Brac offer one month of paid paternity leave. 10 Minute School also provides 15 days of paid paternity leave to its male employees.

Salman Zamal, a relationship manager at Eastern Bank PLC, became a father in April 2023. According to his bank's policy, he received five days of paternity leave.

"By including my weekend, I had a solid week to spend with my newborn daughter. But it was barely enough. I believe male employees should be granted at least 15 days of paternity leave, if not more," he added.

Most traditional companies in Bangladesh do not have paternity leave as part of their leave management system.

Shafiqul Azam, who works at a medical equipment supply company, became a father in 2020. When he inquired about paternity leave, he was disappointed to learn his company did not have such leaves. Instead, he was advised to use two days of casual leave.

"Even setting aside the sentimental factor, the logistics of becoming a new father are huge. Bringing your wife and baby home from the hospital, setting up a safe environment, and making sure everything is in order takes time. Two days simply aren't enough," Shafiq said.