Menstrual leave, neurodiversity, chronic illnesses: What if workplaces adapted to our bodies?

. For instance, work schedules or remuneration can be defined according to the employee's preferences. The problem is that this solution hinges on the bargaining power they have over their employer. Hence, so-called key employees may get what they want by contrast with employees who are seen as underperforming.

To my knowledge, no government has yet thought out work policies to optimize our respective circadian rhythms. Rather, their focus is on limiting the damage of night- and shift work. While we could imagine to allocate early or late shifts to individuals whose metabolisms are better suited to it, the practices are not based on chronotype diversity.

. Indeed, how can one possibly go about juggling the needs of a person working from home due to chronic pain, with those of another who comes in at midday while colleagues are there by 9 a.m.? And that's without forgetting that colleague's exemption from using certain work tools due to their neurodiversity.

Not to mention that managers in charge of overseeing these arrangements have their own health issues to contend with. Nearly half of French managers report that they are stressed at work. They are over-represented in terms of sick leave, and have scored . Nearly a quarter of managerial staff report using sleeping pills or anti-depressants compared to 18% of employees., aimed at sparking a debate with trade unions on these questions. It found that transforming managerial practices will be essential if companies are to"[give] employees more responsibility, autonomy and recognition" and calls for a shift from a"culture of control to a culture of trust".

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