Dysmenorrhea has always been a major concern for many working women. Many working women eagerly hope to get sufficient rest and relieve physiological discomfort during severe menstrual cramps. Recently, the "Special Regulations on Labor Protection for Female Workers in Yunnan Province" were officially announced, which clarifies that from November 1, 2024, employers should provide the following labor protection for female workers during their menstrual period: they shall not arrange to engage in prohibited labor during their menstrual period as stipulated by the state; Female employees who suffer from severe dysmenorrhea will be given 1 to 2 days of leave during their menstrual period after being diagnosed by medical or maternal and child health institutions. As soon as the news came out, the topic of "menstrual leave" immediately sparked heated discussions. For a long time, dysmenorrhea has been a relatively uncommon issue among working women, but in fact, dysmenorrhea is not uncommon among women in China. The 2021 White Paper on Women's Health in China, jointly released by China Women's Magazine and First Financial Business Data Center, shows that half of Chinese women suffer from dysmenorrhea, with 33% of women experiencing moderate dysmenorrhea and 10% experiencing severe dysmenorrhea symptoms, involving physical pain, emotional problems, and other aspects. It can be imagined that when the unbearable physical pain is combined with the rush hour commute and the requirement to work for at least 8 hours in the morning and evening, the days of menstrual pain for working women must be so unbearable. Yunnan Province is facing the practical difficulties faced by women in the workplace and has introduced "menstrual pain leave" in the form of regulations, which is itself a manifestation of policy goodwill and respect for women's labor rights. Of course, it should also be noted that the concept of "dysmenorrhea leave" has a long history. As early as 1993, the "Regulations on the Health Care of Female Workers" jointly issued by the former Ministry of Health, the All China Federation of Trade Unions and other five departments pointed out that female workers suffering from severe dysmenorrhea and excessive menstruation, after being diagnosed by medical or maternal and child health institutions, can be given 1 to 2 days of leave during menstruation. In recent years, more than 10 provinces including Shanghai, Henan, Guangdong, Shaanxi, and Liaoning have also made regulations on menstrual leave for women. However, there is still a certain gap between the specific implementation of "dysmenorrhea leave" and the public's expectations. For example, some employers are unwilling to proactively implement the system due to management and cost considerations, making it a "paper welfare". Some female employees find it difficult to talk about menstrual cramps, coupled with concerns about the complexity of obtaining a medical certificate, fear of colleagues considering them "too sentimental" or "too troublesome", and exacerbation of gender discrimination in the workplace. They would rather silently endure the pain themselves than easily take a vacation. It can be seen that the protection of women's rights is a complex and systematic task, and relying solely on a single article may not achieve the desired effect. In the following process, it may be helpful to further extend the focus of attention, and based on the practical difficulties encountered in the implementation of "dysmenorrhea leave", targeted supporting measures should be introduced to solve them, so that "dysmenorrhea leave" can truly become a caring and welfare for employees. For example, in terms of the diagnosis process, many hospitals currently do not have a diagnosis certificate for dysmenorrhea, and even if a certificate is issued, it still requires a series of tedious gynecological examinations. It can be imagined that when women in the workplace experience menstrual pain, if they also have to go through the hassle of waiting in line for registration, it will only have an objective "dissuasion" effect. In this regard, it is advisable to explore simplifying and standardizing the examination process, and exploring multiple diagnostic channels such as online and community consultations, so that women with dysmenorrhea can minimize unnecessary detours. The tension between the normal operation of employers and the implementation of "dysmenorrhea leave" can also be resolved through more flexible means. In fact, "menstrual leave" should not become an irreconcilable conflict between companies and female employees. As long as they understand and respect each other, they can fully meet the needs of all parties. For example, when work tasks are urgent, companies can give dysmenorrhea employees a certain degree of work autonomy by allowing them to adjust their schedules, work from home, and other management modes, reducing their long commuting and desk fatigue. From the perspective of government support, providing tax incentives for enterprises to actively promote menstrual and parental leave can also enhance their enthusiasm for implementing relevant regulations. In short, "dysmenorrhea leave" cannot just be a concept that sounds beautiful. It is necessary to face the obstacles and difficulties in the implementation process, balance the interests and demands of all parties as much as possible, in order to avoid the embarrassment of "paper benefits" and enable women in the workplace to truly dare and be able to take leave. (New Society)