On 9^th October, 2025 Karnataka cabinet approved a policy on menstruation. Under this policy, women employees across the sectors would be granted one menstrual paid leave every month. The sectors in this policy include government offices, garment factories, IT firms, MNCs, and private industrial units. The state administration stated that it made the choice in order to foster a welcoming and inclusive workplace and to consider the health and welfare of working women. Karnataka now joins an increasing number of states that have enacted laws pertaining to menstruation leave as part of workplace welfare reforms. Bihar, Odisha, Kerala and Sikkim are among the other states that offer paid menstrual leave.

The decision to do so was made with the health and welfare of working women in mind, as well as the goal of promoting a more welcoming and encouraging workplace. According to the cabinet note, the program also seeks to guarantee the physical and emotional well-being of female employees and raise knowledge of menstrual health.

The move has been warmly received since it may contribute to the removal of the taboo and improve the level of awareness needed regarding menstruation. Menstruation is a time when a person encounters many challenges and discrimination. These interactions can include, but are not limited to, discomfort while discussing it, buying sanitary napkins wrapped in newspaper, looking for blood spots frequently, and, last but not least, severe pain. This article examines how menstrual leave policies reflect the ongoing struggle to balance gender equality, workplace efficiency, and social stigma.

The Status of Menstrual Leave in India: An Overview

With continuous legislative debate and regional initiatives, India’s menstrual leave rules are still divided and changing. A historic policy was just implemented in 2025 by Karnataka, which gave women working in the public and private sectors twelve paid menstrual leave days per year. This was the first policy of its kind in India. According to their menstrual cycle, women are allowed to take one paid day off per month under this new regulation. The number of days they can take depends on their own needs. This forward-thinking action expands on previous state-level initiatives and reflects rising understanding of workplace menstrual health.

Pioneering States

With the introduction of two days of paid leave every month for its female government employees in 1992, Bihar set the standard for policy. Female government employees in Odisha are likewise entitled to one day of paid menstruation leave per month. In contrast, Kerala has expanded benefits outside the workplace by providing up to 60 days of maternity leave for students over the age of 18 and menstrual leave for female students enrolled in all state universities and institutions. Such programs reflect a growing understanding of the physical and psychological effects that menstruation can have on women’s comfort, productivity, and involvement in the workplace or in school. These state-led measures reveal an uneven federal approach that mirrors India’s broader pattern of decentralised welfare policy.

Educational Institutions and Private Sector Responses

India lacks a coordinated, national menstrual leave law, despite these encouraging advancements. Menstrual leave policies have been voluntarily introduced by several enterprises, including Zomato, Swiggy, and Byju’s; nevertheless, the private sector’s adoption of these policies varies. Menstruation Benefits Bill 2017 and 2022 are two examples of attempts to enact legislation pertaining to menstruation and menstrual health rights in Parliament that have so far failed, primarily because of policy hesitancy and public discussion over whether or not such measures empower or stigmatise women.

It is noteworthy that the 2022 bill recognised the concerns of trans women and referenced studies showing that for many girls, menstruation significantly disrupts their daily routines and attendance at school. To mainstream menstruation as a health concern, experts are calling for more comprehensive, nuanced legislative frameworks and public awareness campaigns. The policy discussion has now expanded to include issues of discrimination, inclusion, and health equity.

The Right of Women to Menstrual Leave and Free Access to Menstrual Health Products Bill, 2022

In India, women and transwomen encounter obstacles and difficulties during their periods, which are intended to be addressed by the planned menstrual leave bill of 2022. For both working women and trans women, the bill’s main feature is the provision of three days of paid menstruation leave per month, which guarantees full pay during the leave. It also protects female students by granting them three days of menstrual leave every month as long as they attend class, meaning that missing classes during their periods won’t affect their grades. The bill requires free and universal access to period goods, including sanitary pads, tampons, and menstrual cups, irrespective of a person’s socioeconomic level or geographic location, in an effort to further promote menstrual health and cleanliness. It suggests setting up a regulatory body to control the cost, accessibility, and distribution of these goods, with a focus on vulnerable groups, including those who are homeless, have health issues, or live in unstable households.

The bill is supported by data showing that menstruation significantly disrupts life, specifically pointing out that 40% of girls miss school while they are menstruating and that almost 65% report negative effects on their everyday activities. This bill highlights the value of menstrual health counselling and systematic measures to eliminate employment discrimination and societal stigma as part of a larger strategy. Anti-discrimination clauses would shield people from reprisals from employers or educational establishments, with an emphasis on raising public awareness and conducting frequent policy reviews to guarantee efficacy and inclusivity. Through acknowledging menstruation as a health and human rights concern and utilising constitutional safeguards for equality and health, the bill works to create a fairer and encouraging atmosphere for women and transwomen throughout India.

The Complexities of Menstrual Leave: An Ongoing Debate

An examination of the menstrual leave policy’s benefits and drawbacks paints a complex picture. Positively, menstrual leave acknowledges and validates the physical difficulties that many women experience during their periods, including excruciating cramps and discomfort, which can have an impact on their well-being and productivity. It lessens the stigma associated with menstruation, fosters a supportive work atmosphere, and enables women to put their health first without worrying about losing their jobs or their income. This can result in more gender sensitivity in organisations, better work performance, and higher morale.

A study by Women’s Health Concern reveals that nearly 80% of women experience dysmenorrhea, while 40% of women experience premenstrual symptoms. Severe period pain and discomfort are known as dysmenorrhea, and it can cause lost workdays. Bloody Good Research, working on period and menstrual wellbeing in the workplace, reflected in their research that a higher number of menstruating persons have reported feeling anxious or stressed out at work because of their periods. The Ministry of Labour and Employment (MoL&E) reports that women quit their occupations for social and health reasons at rates of 3.4% and 9.3%, respectively.

Another study by Poonam Manhas on The Influence of Menstrual Symptoms on Women’s Work Productivity found that in India, 270 out of 500 working women are likely to take time off during their periods. By providing employees with menstrual leave, sick days can be set aside for medical crises that do not coincide with menstruation. In modern times, women’s working lifestyles are progressively impacted by menstrual issues. The great majority of working women are impacted at some stage of their lives. Therefore, the current study aims to evaluate the relationship between menstruation symptoms and employees’ presenteeism or absenteeism at work, which affects the firm’s performance.

In an article by Zoya Shams, a professional, Laxmi reflected that only once or twice in her early years, when her periods were larger and her cramps were more severe, did she feel the need to work from home or take time off because of her period. She didn’t take leave at the time, as it was never an option. She feels that she could have been more comfortable and productive if menstrual leave had been offered.

While progressive in intent, menstrual leave remains deeply contested in both feminist and labour discourses. Although menstrual leave policies are meant to promote women’s health, they are complicated and pose issues with the continuation of benign sexism, which is a sort of sexism that seems constructive but perpetuates old gender stereotypes by implying that women require preferential treatment because of their biology. According to this framing, menstruation identifies women as weak and largely associated with reproductive roles, which may restrict their chances and strengthen inequality in the workplace. Menstrual policies in nations like Zambia and Japan, for instance, prioritise preserving reproductive health under the presumption that motherhood is a woman’s primary role. This can stigmatise women in the workplace and perpetuate gender norms.

Menstrual leave may also unintentionally increase absenteeism since certain workers may take extra time off, which presents problems for businesses. According to studies, it is expensive and challenging to replace absent employees, which leads to large financial losses. Additionally, employers and coworkers may be reluctant or discriminatory toward employees who use menstruation leave because they believe they are less reliable or dedicated. This may lead to stigma, uneasiness about revealing one’s period, and a culture at work that discourages candid conversations about menstrual health.

There is also the risk that menstrual leave policies may reinforce stereotypes of women as weaker or less capable, which exacerbates gender wage gaps and affects hiring decisions. Businesses might be reluctant to hire more women for fear of increased paid leave obligations, thereby entrenching workplace inequality.

Menstrual leave has a lot to offer women’s health and workplace inclusion, but its planning and execution must be carefully thought out to prevent negative perceptions, workplace discrimination, and the exclusion of vulnerable worker groups. More fair solutions might be provided by alternatives like more extensive health accommodations and flexible work schedules. Policies that prioritise health accommodations over gender stereotypes, protect privacy, and employ inclusive language are essential to establishing fair and encouraging workplaces. In addition to effectively addressing menstrual health at work, this nuanced approach helps reduce the detrimental effects of benign sexism.

The culture of the workplace needs to evolve as well. Frequent awareness campaigns, sensitivity training, and education on menstrual health for both male and female staff members can help break down stigma and create an environment that is conducive to candid discussions about reproductive health. To properly implement these measures, employers need clear government guidelines and incentives, as well as anti-discrimination protections to protect employees who take menstruation leave.

***

Nalini Bhattar is a Research Scholar at the Advanced Centre for Women’s Studies, Aligarh Muslim University.