Spain is set to become one of the first countries to allow time off for severe period pain.
If the bill is passed, women could receive three days off per month as standard, rising to five days in more severe cases.
Currently, only a handful of countries, including Japan, South Korea, and Zambia, offer the benefit - though it is received with relative success.
But should others follow their example?
Kate Palmer, HR advice and consultancy director at Peninsula, says: "Since only females, and those assigned female at birth, are able to menstruate, placing an employee at a disadvantage for a women's health issue could amount to sex discrimination or harassment.
"This has previously been seen in case law whereby a female employee was treated negatively due to her experiencing menopause symptoms.
"The same considerations would apply to those who suffer with severe period pain, so need time off work. Introducing a contractual entitlement to menstrual leave could certainly help these affected employees who would otherwise be at a detriment when taking time off every month.
"Although this is looking as though it will soon be offered by a country in the EU, employers in the UK may want to start considering the benefits it may have on employee morale.
"If offering leave isn't an option, it may be more beneficial for organisations to instead implement measures to support them to continue working.
"For example, offering hybrid working arrangements and flexi-hours may allow employees to remain comfortable without losing out on pay or work projects.
"Similarly, providing free period products in the workplace and creating a culture of open communication will enable employees to reach out to their employer if they are struggling, and agree tailored adjustments which will directly alleviate the pain and discomfort they experience.
"Many employees will not want to take time off work, so creating an environment where health discussions are welcomed, and adjustments expected, can be a win-win solution for all."
