21 May Why Your Female Employees Might Sometimes Need Long Sick Leaves
It’s not unusual for employees to request a few sick days now and then. In fact, it’s expected that employees will get sick at times and will need such leaves.
In March 2024, 81 percent of civilian workers and 79 percent of private industry workers had access to paid sick leave benefits. Of those who did miss work due to illness in 2024, two to three days of sick leave was the most common.
Sick leaves, therefore, are common in the workplace among employees. However, when female employees require extended leave, it can sometimes raise questions from employers, especially if their health issues seem invisible. Here, it’s important to understand that many women deal with complex health challenges that are often under-discussed in the workplace.
Let’s take you through some of the reasons why your female employees or colleagues might sometimes need longer sick leaves.
Chronic Reproductive Health Conditions Can Be Debilitating
Reproductive health is a deeply personal area that significantly affects many women’s lives, yet it’s often misunderstood or minimized. Conditions like endometriosis, polycystic ovary syndrome (PCOS), and uterine fibroids can cause prolonged pain, fatigue, and other symptoms that interfere with daily functioning.
These are not rare conditions either. Millions of women live with them quietly, often without fully disclosing the toll they take.
What complicates the picture further is the delay in diagnosis many women face. Endometriosis, for example, often takes up to a decade to diagnose, during which time a woman might be misdiagnosed, dismissed, or given ineffective treatments. The result is a cycle of unrelieved suffering, missed work, and psychological distress.
Mental Health Struggles aren’t Always Visible
Mental health issues affect people of all genders, but women often face unique triggers and manifestations. Hormonal changes, societal pressures, caregiving roles, and workplace dynamics can contribute to chronic anxiety, depression, or even burnout. What’s more, some women may not immediately recognize their symptoms as serious.
The stigma surrounding mental illness can also prevent open dialogue, which makes understanding long-term absences difficult for managers who aren’t paying close attention. A female employee may be undergoing therapy or even recovering from a psychiatric hospitalization, all without disclosing the full scope of her condition.
Employers who create environments where mental health is supported and taken seriously are much more likely to retain loyal, motivated team members.
When Certain Medications Have Serious Side Effects
The medications used to treat women’s health issues can be just as disruptive as the illnesses themselves. Hormonal treatments, in particular, often bring on severe side effects that are unpredictable and long-lasting. What begins as a routine prescription can quickly spiral into an ordeal that sidelines someone from their normal responsibilities.
Some birth control options, such as injectable contraceptives, are linked to significant side effects that may require ongoing medical attention. According to TruLaw, Depo-Provera, for instance, is a commonly used birth control injection that has been at the center of legal disputes. This is due to the harm it’s alleged to have caused.
Any woman who opted for a Depo-Provera lawsuit sign-up has described experiencing bone density loss and neurological issues tied to Depo-Provera use. These conditions often led to high medical expenses and ongoing complications that affected their ability to work. As Depo-Provera lawsuits gained traction, more attention was drawn to how insufficient warnings and inconsistent follow-ups by healthcare providers contributed to the problem.
It’s a stark reminder of how medication choices can have life-altering consequences that justify long sick leaves.
Pregnancy-Related Complications Can Be Life-Altering
Pregnancy is often celebrated in the workplace with baby showers and well-wishes. However, what’s often unseen are the medical struggles that can make the experience incredibly difficult for some women.
High-risk pregnancies, gestational diabetes, and hyperemesis gravidarum are just a few conditions that may arise during what’s typically thought of as a natural process. These complications can require bed rest, hospitalization, or intensive monitoring, and they don’t always end with childbirth.
Some women may also experience postpartum depression or physical trauma that demands longer recovery than the standard maternity leave allows. Additionally, the emotional and physical toll of pregnancy loss can necessitate time away from work for grieving and healing.
Employers should be aware that not all pregnancy-related leave is neatly timed or limited to a short window. Sometimes, the health of the mother calls for flexibility beyond what’s written in an HR handbook.
Autoimmune Diseases Can Flare Without Warning
Autoimmune diseases such as lupus, rheumatoid arthritis, and multiple sclerosis affect women at significantly higher rates than men. These conditions can be incredibly unpredictable, with flare-ups that appear without warning and cause widespread fatigue, pain, and even cognitive difficulties.
Managing an autoimmune disease is a full-time job in itself. Between blood work, specialist visits, and treatments like biologics or immunosuppressants, the healthcare demands can be overwhelming. Some women go through long stretches of relative health and then suddenly crash, requiring days or even weeks to stabilize.
When this happens, taking a long sick leave isn’t a luxury; it’s a survival necessity. Offering support in such moments can make a difference in an employee’s long-term ability to continue working and contributing effectively.
Frequently Asked Questions (FAQs)
Why are long sick leaves from work frowned upon?
Long sick leaves can be frowned upon due to workplace culture that prioritizes productivity over health. Employers may view extended absences as disruptions or doubt their legitimacy. There’s often an unspoken pressure to “tough it out.” This stigma can discourage employees from taking the time they genuinely need to recover.
Is it illegal to deny an employee sick leave?
In many countries, it’s illegal to deny sick leave if it’s protected by law or outlined in an employment contract. Labor regulations often mandate a minimum number of sick days. However, enforcement and specifics vary by region. Employees should consult local labor laws and report violations when necessary.
Can you take a sick leave after you have already missed work due to illness?
Yes, you can usually apply for sick leave retroactively if you are too ill to notify your employer in advance. Most workplaces accept late submissions with valid proof, such as a doctor’s note. However, frequent retroactive requests may raise concerns. Policies vary, so it’s best to inform employers as soon as possible.
Female employees who request long-term sick leave are often dealing with far more than what meets the eye. Whether it’s battling a hidden illness or recovering from a high-risk pregnancy, their health needs are real and deserve understanding. Instead of treating these absences as disruptions, employers can view them as opportunities to show compassion and create inclusive workplace cultures.
A woman’s ability to heal without fear of being penalized is not just a matter of fairness. It’s a reflection of how modern businesses should care for their people.
No Comments