Menstrual leave — paid or unpaid time off during menstruation — is one of the most debated gender-sensitive workplace policies of our time. While some view it as a necessary recognition of biological realities and health needs, others worry it may reinforce stereotypes or hinder women’s professional growth.
In 2025, the Karnataka state government took a landmark step by approving one paid menstrual leave day per monthfor all women employees across public and private sectors — the first such comprehensive policy in India. This progressive move has reignited national conversations about gender equity, workplace health, and what it truly means to build inclusive spaces for women.
This blog explores the global context of menstrual leave, Asia’s experiences, India’s evolving landscape, and what Karnataka’s decision could mean for both mainstream workplaces and women-only organisations — NGOs, collectives, and social enterprises led by women.
Understanding Menstrual Leave: The Global Context
Menstrual leave policies are not new, but they remain rare. Only a few countries have formally enacted such laws, though the conversation has gained momentum in recent years.
- Japan was among the first countries to introduce menstrual leave in 1947, when its Labour Standards Law gave women the right to take days off during painful menstruation. Despite this early recognition, usage rates have been low due to social stigma and workplace hesitation.
- South Korea followed with one day of menstrual leave per month, available since 2001. However, surveys show that many women don’t take it, fearing professional repercussions or being labeled as less committed workers.
- Taiwan allows up to three menstrual leave days a year under its Gender Equality in Employment Act.
- Indonesia permits two days per month for women experiencing painful menstruation, though this often depends on company discretion.
- Zambia is one of the few African nations with menstrual leave — one day per month, popularly known as “Mother’s Day.”
- Spain became the first European country to legislate menstrual leave nationally in 2023, granting women with severe menstrual pain up to three days of paid leave, extendable to five with medical certification.
Across these nations, a common pattern emerges: legal recognition has not automatically led to widespread acceptance or use. Cultural taboos, workplace expectations, and fear of stigma often prevent women from availing themselves of the benefit. Yet, these policies mark a shift — they put menstruation on the public health and gender equality agenda, challenging the idea that the workplace should be gender-neutral by ignoring biological differences.
Asia’s Experience: Policy Meets Culture
In Asia, menstrual leave laws exist on paper in several countries, but the practical reality varies widely.
South Korea
Women are entitled to one day of menstrual leave per month — paid in some workplaces, unpaid in others. But research shows that fewer than 20% of eligible employees actually use it. The hesitation stems from cultural discomfort around discussing menstruation openly, male-dominated office cultures, and peer judgment. Some women report feeling pressured to “save” leave for childcare or other family emergencies instead.
Japan
Japan’s policy is one of the oldest but least utilized. Surveys reveal that fewer than 1% of working women take menstrual leave annually. Reasons include a desire not to appear weak, fear of gossip, and the expectation to “soldier on.”
Indonesia and Taiwan
Both nations’ laws are more progressive on paper than in practice. In Indonesia, the right to menstrual leave exists, but enforcement is inconsistent, especially in the informal sector. Taiwan’s model, allowing three days a year with partial pay, is considered more realistic — balancing recognition with manageability for employers.
Lesson from Asia
Asian societies show that legal provisions alone cannot dismantle menstrual stigma. Unless workplaces normalize open dialogue about reproductive health, women will hesitate to use menstrual leave even when entitled to it.
Why Menstrual Leave Is Needed
1. The Medical Reality
Menstruation is not a uniform experience. For a significant proportion of women, it brings real physical and emotional distress:
- Dysmenorrhea (painful menstruation) can cause intense cramps, back pain, and nausea.
- Endometriosis and adenomyosis can lead to severe pelvic pain, fatigue, and heavy bleeding.
- Premenstrual syndrome (PMS) and premenstrual dysphoric disorder (PMDD) can trigger mood swings, irritability, and concentration difficulties.
- Heavy bleeding (menorrhagia) may lead to iron-deficiency anemia and weakness.
These are legitimate medical issues, not excuses. According to medical estimates, 10–20% of women experience incapacitating menstrual symptoms that can interfere with work. Yet, many push through because menstrual pain remains trivialized or taboo.
2. A Matter of Productivity and Dignity
Presenteeism — being at work but underperforming due to illness — costs employers more than absenteeism. When women work through pain, productivity drops. Providing menstrual leave can, paradoxically, improve overall performance and well-being by allowing rest and recovery.
3. Beyond Leave: The Symbolism
Menstrual leave isn’t just about time off. It’s a statement — that women’s health matters, that biological needs are part of workplace realities, and that equality doesn’t mean sameness but fairness.
India’s Patchwork Approach So Far
Before Karnataka’s landmark decision, India had no national menstrual leave policy. However, isolated initiatives were underway:
- Bihar was the only Indian state offering two days of special leave every month to female government employees since 1992 — not explicitly called menstrual leave but often used as such.
- Some private organisations — such as Zomato, Swiggy, and Culture Machine — introduced menstrual leave voluntarily.
- Academic institutions like Delhi’s Miranda House and Cochin University of Science and Technology experimented with menstrual leave for students.
- A private member’s bill seeking to mandate menstrual leave across India was introduced in Parliament in 2023 but did not pass.
Thus, while discussion around menstrual equity grew, action remained piecemeal — until Karnataka’s move in 2025.
Karnataka’s Landmark Decision: One Day Per Month, Paid
In October 2025, the Karnataka cabinet approved the Menstrual Leave Policy (2025), granting one paid menstrual leave day per month (12 days annually) to women working in both government and private sectors.
Key Features
- Applies to all sectors: government offices, private companies, factories, educational institutions, and service industries.
- Fully paid: no wage deduction for menstrual leave days.
- Implementation across workforce categories: formal and informal sectors are to be gradually included.
- Objective: to make workplaces more humane, inclusive, and responsive to women’s health needs.
The move, described as “progressive and precedent-setting,” positions Karnataka as the first Indian state to apply menstrual leave universally — beyond government staff to private-sector employees as well.
Why This Matters
India’s female labor force participation is among the lowest globally (around 25%). Many women drop out of formal employment due to unsupportive workplace structures, especially around reproductive health and maternity. Karnataka’s policy acknowledges that menstrual health is part of occupational health, not a private inconvenience.
Women’s rights groups have hailed it as a step toward “gender-sensitive labor laws.” Critics, however, caution that without cultural change, the policy could remain symbolic or even backfire.
Pros and Cons: Lessons from Global Experience
Pros
- Recognition of Health Needs: For women with severe menstrual pain, rest is medically necessary — not indulgent.
- Reduction in Presenteeism: Employees taking leave when needed perform better in the long run.
- Promotion of Menstrual Health Awareness: The policy encourages open dialogue, breaking taboos.
- Gender-Sensitive Workplaces: It signals that organizations value employee well-being, improving morale and retention.
- Public Health Impact: Encouraging rest and care may reduce chronic stress and reproductive health complications.
Cons
- Potential for Workplace Discrimination: Employers may hesitate to hire women or may stereotype them as “less reliable.”
- Stigma and Reluctance: Women may avoid using menstrual leave due to fear of being judged.
- Implementation Hurdles: Monitoring, verification, and leave tracking can become bureaucratic.
- Exclusion of Informal Sector: Many women in informal work (domestic labor, daily wage, agriculture) remain outside such benefits.
- Tokenism Risk: Without broader gender-sensitivity training or menstrual hygiene facilities, leave alone won’t achieve equality.
The key, experts agree, is balance — recognizing menstrual needs without reinforcing stereotypes that women are “weaker” or less professional.
What Karnataka’s Policy Means for Women-Only Organisations
Women-only organisations — NGOs, self-help groups, and advocacy networks run by and for women — occupy a unique space. They champion gender equality externally but often face internal resource constraints and structural challenges. Karnataka’s policy holds several implications for them.
1. A Legitimizing Milestone
For years, feminist and women’s health groups have advocated for recognition of menstruation as a workplace issue. A state-backed policy gives these organisations legal and moral legitimacy to adopt menstrual leave internally — aligning practice with principle.
2. Setting the Standard
Women-only organisations can model progressive implementation:
- No intrusive proof or medical certification.
- Confidential, no-questions-asked application process.
- Option of flexible work-from-home during menstruation.
This can inspire corporate and government bodies to follow suit.
3. Strengthening Internal Equity
Even within women’s organisations, hierarchical dynamics or budgetary pressures sometimes lead to unequal treatment. Mandating menstrual leave ensures fairness across roles and levels.
4. Resource and Staffing Challenges
However, smaller NGOs and grassroots collectives operate on limited funding. Paid menstrual leave may add costs — wages for substitute staff, extended project timelines, or disruptions in fieldwork. For these organisations, creative adaptations (shared responsibilities, staggered scheduling, or flexi-hours) can make the policy workable without burdening finances.
5. Inclusion of Volunteers and Part-time Workers
A grey area remains: will menstrual leave cover volunteers, daily-wage staff, or project-based consultants? Many women in NGOs fall into these categories. Advocacy will be needed to ensure the rules are inclusive and not restricted to full-time, salaried employees.
6. Symbolic Power
For women-led NGOs, adopting menstrual leave isn’t just administrative — it’s symbolic leadership. It embodies the feminist values they promote: empathy, bodily autonomy, and dignity. This can enhance their credibility in gender justice and health advocacy circles.
Implementation Challenges Ahead
Even the most progressive law needs sensitive implementation. Karnataka’s success will depend on:
- Clear notification and guidance for employers.
- Awareness campaigns to destigmatize menstruation.
- Integration with existing leave systems to prevent confusion or misuse.
- Inclusion of informal workers through flexible or compensatory mechanisms.
- Regular evaluation to assess uptake, impact, and perceptions.
Experts have urged the government to make the rules women-friendly — avoiding mandatory medical proof, ensuring privacy, and training HR managers to handle requests with sensitivity.
Menstrual Leave as Part of a Bigger Conversation
The debate over menstrual leave is not just about one day off. It’s part of a broader shift in workplace health and gender equity. The next frontier is comprehensive menstrual well-being at work — clean toilets, availability of sanitary products, flexible schedules, and awareness programs.
Karnataka’s policy could pave the way for a national framework under India’s labor laws, especially if data shows positive outcomes such as improved retention, satisfaction, and productivity.
More importantly, it pushes society to reframe menstruation — from something to hide or endure to something that deserves compassion, understanding, and respect.
Conclusion: A Turning Point, Not the End Point
Karnataka’s menstrual leave policy is a historic and necessary step. It acknowledges that equality is not achieved by treating everyone identically but by responding to different needs with fairness.
For India, this could be the beginning of a larger policy movement integrating women’s biological and social realities into labor welfare. For women-only organisations, it is an opportunity to lead by example — to show how menstrual health can be integrated into organizational culture without shame or disruption.
The ultimate goal is not merely to grant a leave day, but to create workplaces — and societies — where women’s health is respected, their pain is not minimized, and their contributions are valued without condition.
References (selected)
- Ministry of Labour and Employment, Government of India. Labour Statistics 2024.
- Japan Labour Standards Law, Article 68.
- South Korea Ministry of Employment and Labor, Women’s Employment Reports, 2023.
- Taiwan Gender Equality in Employment Act, 2021.
- Reuters. “India’s Karnataka approves paid monthly menstrual leave across sectors.” 9 Oct 2025.
- The Times of India. “Karnataka approves 12 menstrual leaves a year across sectors.” 9 Oct 2025.
- NDTV News. “Karnataka cabinet okays 1 paid menstrual leave a month for women.” 9 Oct 2025.
- New Indian Express. “Experts urge rules to be more women-friendly.” 10 Oct 2025.
- Spain Ministry of Equality. Reproductive Health and Menstrual Leave Law, 2023.
- WHO. Menstrual Health and Rights: Policy Review, 2024.
