Relief for working women: Karnataka’s new paid menstrual leave policy sparks national conversation

In a historic and progressive move, the Karnataka government has approved one day of paid menstrual leave per month for all women employees across government and private sectors, making it the first state in India to institutionalise menstrual leave as a legal right rather than a company-specific policy.

The announcement has sparked widespread debate and reflection among working women across India, ranging from corporate professionals and factory workers to teachers, nurses, and daily wage earners.

While a handful of private companies such as Zomato, Swiggy, and Byju’s had earlier introduced menstrual leave policies on their own, Karnataka’s move marks a watershed moment in recognising menstrual health as a workplace issue rather than a personal inconvenience.

'One additional day of paid leave'

Under the new directive, women employees in both government and private organisations will be eligible for one additional day of paid leave each month, separate from their existing sick or casual leave quotas. The decision applies to all female employees regardless of designation or pay scale, and implementation guidelines will be issued soon.

“This is not a privilege; it’s a matter of dignity and equality,” say experts who've been championing this cause. “We have to move beyond the stigma and recognise that women experience genuine physical discomfort and pain during menstruation. This policy is about empathy, not special treatment," says Kamayani Mahabal of Jan Swasthya Abhiyaan.

For many women, the decision has brought both relief and validation. “Every month, I push myself through meetings and presentations even when I can barely sit upright because of cramps. Knowing I can now take a day off without guilt or judgment makes a huge difference,” says Charu Khurrana, a creative professional from New Delhi.

“In hospitals, we can’t even sit down sometimes. A day’s break during those painful days will help us return to work more focused and rested,” says Jemmy Joseph, a nurse from Bombay hospital in Mumbai.

Will it affect the hiring?

However, reactions are far from uniform. Some women worry that menstrual leave might inadvertently reinforce gender stereotypes and lead employers to view women as less dependable. “My only fear is that this could backfire. Employers might think twice before hiring women if they see us as requiring ‘extra’ leave,” says a tech employee working at a private firm in Bengaluru.

Activists and gender rights groups have long advocated for menstrual leave as part of larger conversations on menstrual equity and workplace inclusion.

Policies like these break the silence around menstruation, say women’s rights activists. “For decades, menstruation has been treated as taboo, something women must hide or ‘manage’ quietly. Karnataka’s step forces institutions to acknowledge menstruation as a normal biological process that deserves accommodation,” adds Swati Panchami, a student of Tata Institute of Social Sciences who studies gender rights.

However, experts caution that implementation will be key. “Private sector enforcement is often patchy, and without clear accountability mechanisms, many companies might ignore or resist the directive,” says a HR consultant from a well-known IT firm in Mumbai.

Globally, countries like Japan, South Korea, Indonesia, and Spain have already implemented versions of menstrual leave. Spain made headlines last year when it became the first European country to legalise paid menstrual leave.

In India, the Menstruation Benefit Bill introduced in Parliament in 2017 proposed two days of paid menstrual leave each month for all working women—but it never became law. A similar move by Bihar in 1992 applied only to government employees, not to the private sector. Karnataka’s decision therefore, represents a landmark shift from policy-level discussion to tangible implementation.

Flexibility and inclusivity

Some experts argue that the policy should remain flexible and inclusive. The next step is to ensure inclusivity for transgender and non-binary individuals who menstruate, and to normalise workplace conversations around menstrual health, say LGBTQI activists.

Others have suggested allowing the leave to be taken cumulatively or substituted with work-from-home options, particularly for women in physically demanding jobs or remote areas.

While opinions remain divided, Karnataka’s move is undeniably significant in mainstreaming menstrual health as a public policy issue. “This decision sends a powerful message that menstruation is not shameful, that women’s bodies deserve rest when needed, and that equality also means recognising difference," says Mahabal. But at the same time, she also adds that, "while Karnataka’s policy is a welcome step, a one-size-fits-all solution may not adequately address the diverse spectrum of menstrual experiences. A more nuanced strategy is essential to ensure flexible work arrangements, including options for remote work or adjustable hours, improved hygiene facilities within workplaces, sensitisation campaigns to reduce stigma and foster understanding and also an optional menstrual leave, allowing usage without mandatory disclosure." 

As India grapples with issues of gender equity, workplace inclusivity, and health rights, Karnataka’s policy may well mark the beginning of a broader cultural shift, from silence and stigma to sensitivity and support.