The conversation around Menstrual Leave Policy has gained renewed momentum in India, following global examples and rising awareness about women’s health and workplace inclusivity. The policy seeks to provide paid leave to menstruating employees during their menstrual cycle. This policy recognizes menstruation as a legitimate health concern that can affect productivity and well-being.
For UPSC aspirants, this topic falls under GS Paper 2 (Governance, Social Justice, Welfare of Women) and also links to GS Paper 4 (Ethics, Equality, and Empathy in Governance) — making it a vital area of study for both Prelims and Mains.
Why in the news?
- Karnataka has become the first state in the country to approve one day of menstrual leave per month for all women employees.
- It covers both government and private sectors.
What is a Menstrual Leave Policy?
- A Menstrual Leave Policy allows women and menstruating employees to take paid leave during menstruation.
- It helps to manage pain, fatigue, or other health-related issues without stigma or discrimination.
- The idea stems from the need to ensure gender-sensitive workplaces, where biological differences are acknowledged and accommodated within the framework of labour rights and equality.
Current Scenario of Menstrual Leave in India:
- India does not have a national-level menstrual leave law. But some states and organizations have introduced their own policies:
- Odisha (2024) and Bihar (1992): Women government employees are entitled to menstrual leave per month.
- Kerala: In 2023, the state announced menstrual leave for female students in all state universities.
- Private Companies: Some organizations like Zomato, Swiggy, and Culture Machine have voluntarily implemented menstrual leave policies.
- The Menstruation Benefits Bill, 2018, introduced in the Lok Sabha, proposed two days of paid leave each month. But it has not yet been passed into law.
Global Examples of Menstrual Leave Policy:
- USSR: The erstwhile USSR was the first to institute a menstrual leave policy in 1922. But it was retracted within five years.
- Japan: Has provided menstrual leave since 1947 under its Labour Standards Law.
- South Korea: South Korea introduced in 1953. It offers one day of menstrual leave per month, with penalties for non-compliance by employers.
- Indonesia and Taiwan: Mandate one to two days of menstrual leave per month.
- Spain: Became the first European country (2023) to approve a national law granting paid menstrual leave.
- Portugal: In April, 2025, Portugal introduced a limited menstrual policy for those diagnosed with endometriosis or adenomyosis. It allowed up to three days of absence per month from work or school for those with a certified clinical diagnosis of endometriosis or adenomyosis.
- These examples highlight a growing global recognition of menstrual health as a workplace right.
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Significance of Menstrual Leave Policy:
- Promotes Gender Equality:
- Recognizes women’s biological needs and ensures equal opportunity in the workplace.
- Improves Health and Productivity:
- Helps manage severe menstrual conditions like dysmenorrhea and endometriosis, reducing absenteeism and burnout.
- Reduces Workplace Stigma:
- Encourages open discussions on menstruation, breaking taboos and fostering inclusivity.
- Supports Women’s Empowerment:
- Empowers women to prioritize health without fear of losing pay or professional credibility.
Challenges and Concerns:
- Gender Bias and Workplace Discrimination:
- Critics argue it may reinforce stereotypes about women being “less capable” or “less productive.”
- Implementation Difficulties:
- Tracking menstrual leave could raise privacy concerns or discomfort among employees.
- Potential Misuse:
- Employers fear misuse of leave provisions without proper medical verification.
- Exclusion of Informal Sector Workers:
- Over 90% of working women in India are in the informal sector, where such benefits rarely apply.
- Social Stigma:
- Persistent taboos around menstruation may discourage women from availing of such leaves even if available.
Legal and Policy Framework regarding Menstrual Leave in India:
- Constitutional Backing:
- Article 42 – State shall make provisions for just and humane conditions of work.
- Article 15(3) – Permits special provisions for women and children.
- Article 21 – Ensures right to life and dignity, which includes reproductive health.
- Labour Codes and Health Policies:
- Current labour codes emphasize maternity and safety benefits but lack explicit menstrual leave provisions.
A national menstrual leave policy could align with India’s commitments to SDG 3 (Good Health and Well-being) and SDG 5 (Gender Equality).
Balancing the Debate:
The debate around menstrual leave is not about privilege but parity. True gender equality means recognizing biological differences without discrimination. Rather than focusing solely on leave, experts suggest:
- Comprehensive menstrual health programs at workplaces.
- Flexible working hours or work-from-home options during periods.
- Awareness campaigns to promote empathy and reduce stigma.
Way Forward:
- Policy Standardization:
- Develop a national framework with flexibility for states and organizations.
- Awareness and Sensitization:
- Conduct workshops and training to de-stigmatize menstruation.
- Inclusion of Informal Workers:
- Extend health and leave benefits to women in the unorganized sector.
- Menstrual Health Infrastructure:
- Ensure clean toilets, sanitary products, and medical support in workplaces.
- Data-Driven Implementation:
- Conduct surveys and pilot programs to evaluate impacts before nationwide rollout.
Conclusion:
The Menstrual Leave Policy represents a progressive step toward gender-sensitive governance and inclusive workplace culture. However, it must be implemented thoughtfully to balance health needs, productivity, and equality.
Sources:
- https://indianexpress.com/article/opinion/columns/karnataka-menstrual-leave-policy-rights-women-sexism-10304204/
- https://www.thehindu.com/sci-tech/health/karnatakas-menstrual-leave-policy-progressive-step-or-symbolic-gesture/article70245569.ece
- https://www.theweek.in/news/health/2025/11/10/relief-for-working-women-karnataka-s-new-paid-menstrual-leave-policy-sparks-national-conversation.html
FAQs:
The Menstrual Leave Policy allows women and menstruating employees to take paid leave during their menstrual cycle to manage pain, fatigue, or related health issues. It promotes a gender-sensitive and inclusive workplace by recognizing menstruation as a legitimate health concern.
Currently, Bihar, Odisha, Kerala, and Karnataka have introduced menstrual leave in various forms. Karnataka recently became the first state to approve one day of paid menstrual leave per month for women in both government and private sectors.
No, India does not yet have a national menstrual leave law. The Menstruation Benefits Bill, 2018 proposed two days of paid leave per month, but it has not been passed by Parliament.
Countries like Japan, South Korea, Indonesia, Taiwan, Spain, and Portugal have official menstrual leave provisions. These policies reflect a growing global recognition of menstrual health as a workplace right.
The policy ensures health, dignity, and equal opportunity for women at work. By acknowledging biological needs without discrimination, it helps reduce stigma, improve productivity, and promote workplace inclusivity — key goals under SDG 3 and SDG 5.
