Nigerian tech startup Klasha has become the first tech company to introduce a m£nstrual leave policy for its female employees.
Klasha, which provides multiple products for the cross-border commerce space in Africa, claims that the move is motivated by the need to empower its female employees who make up half of its permanent team.
They also claim that the move will help alienate taboos around periods to recognize the physical discomforts m£nstruation can cause on women.
Menstrual leave is a type of leave where a person may have the option to take paid or unpaid leave from their employment during their menstruation period.
In a statement seen by TechCabal from Klasha CEO Jess Anuna, the policy will allow its women employees to opt out of work for five days and will be subject to an evaluation in future days.
“At Klasha, we understand that we must make room for women’s biological needs as a part of everyday business. Rather than leave the subject as an unspoken taboo, we want to build a culture of trust, truth, and acceptance,” reads part of the statement.
Klasha already provides its employees with statutory annual and sick leaves.
They join a myriad of companies that allow their female employees menstrual leaves with some based in Japan, South Korea, Taiwan, Indonesia, India and Zambia.
Klasha was founded in 2019 and launched in 2021. Their primary objective is to solve payment issues African merchants and consumers face when they pay for products online via different payment methods.
Menstrual leave is a type of leave where a person may have the option to take paid or unpaid leave from their employment if they are menstruating and are unable to go to work because of this.
Throughout its history, menstrual leave has been associated with controversy and discrimination against women, with very few countries enacting policies; it is associated with low uptake in those countries that have enacted policies.
It is seen by some as a criticism of women’s work efficiency or as sexism. Supporters of menstrual leave policies compare its function to that of maternity leave and view it as a promoter of gender equality.