Menstrual leave in India: Progressive reform or workplace setback?

The debate over introducing menstrual leave in India has gained fresh momentum, prompting the need for a balanced, well-considered approach. While the intention behind providing women with dedicated paid leave during menstruation is rooted in empathy and fairness, mandating such a policy without thoughtful deliberation could unintentionally hinder women’s participation in the workforce. 

A nuanced national framework—developed by the Centre in consultation with states, employers, women employees, labour experts and public-health stakeholders—is essential to ensure that the policy is both progressive and practical.

The idea of menstrual leave is not new. Countries such as Japan, South Korea, Indonesia and Taiwan have had provisions for paid menstrual leave since the mid-20th century, with some policies dating back to the World War II era. These early adopters recognised that menstrual pain, fatigue and discomfort can significantly affect productivity for many women. In India too, the conversation has expanded beyond the medical aspect to include dignity, comfort and equality at the workplace.

However, any proposal must acknowledge that menstrual leave has both advantages and challenges. On the positive side, it signals sensitivity toward women’s health needs and fosters a more humane work culture. It can reduce stress, prevent burnout and give women the space to prioritise their wellbeing without fear of being judged. Creating rest facilities, providing access to sanitary supplies and promoting open conversations around menstruation can collectively contribute to a workplace that is both safe and inclusive.

Concerns:

Many experts argue that making menstrual leave mandatory could inadvertently reinforce discriminatory attitudes. Employers might perceive women as less reliable or more costly to hire, leading to subtle or overt hiring bias. Fears of reduced pay, stalled promotions, or assumptions about lower productivity could further disadvantage women in professional spaces. These unintended consequences must be addressed before any policy is implemented.

Another important aspect is privacy and dignity. Opponents point out that women may feel compelled to 'prove' they are menstruating to avail the leave, leading to embarrassment, humiliation or violation of privacy. But this stigma stems from deep-seated cultural taboos surrounding menstruation—taboos that must be challenged. No woman should have to justify a natural biological process or feel ashamed while seeking support for her health.

Instead of rigid rules, flexibility might offer a more balanced solution. Work-from-home options, adjustable work hours or allowing women to draw from a general wellness leave category could help meet health needs without singling out menstruation as a reason for absence. The choice to take leave should rest solely with the woman—based on her comfort, health and personal circumstances.

Ultimately, India must strive to build workplaces that are responsive to the diverse needs of employees. Menstruation should not remain a whispered or uncomfortable subject. A well-formulated model menstrual leave policy—non-discriminatory, flexible and respectful—can mark an important step toward gender-inclusive employment. 

While implementation may be challenging in a society where the topic still invites raised eyebrows, the conversation itself is a welcome and long-overdue step toward creating a healthier, more equitable work environment for women.