Menstrual leave gains momentum in workplaces in India
- Josephine Tan
- Topics: Compensation and Benefits, DE&I, Home Page - News, India, News
India is witnessing a growing acceptance of menstrual leave policies as organisations and governments recognise the need to address the challenges faced by women and transgender employees during menstruation.
For many, menstrual pain has long meant powering through work or using regular leave. “It’s not healthy for the organisational expectation to be that all women employees in pain must always suck it up,” said Francesca Cotta, a writer from Goa who often took unsanctioned days off to cope with severe symptoms.
The pandemic served as a catalyst for organisations to rethink employee wellbeing, leading to an increase in menstrual leave policies. Since 2020, organisations like Zomato, Swiggy, Byju’s and Orient Electric have introduced provisions for menstrual leave.
Nonprofits like Slam Out Loud also revamped their policies after employees shared experiences with conditions like endometriosis and polycystic ovary syndrome. “Women should not have to use their sick or casual leave for their menstrual days, something all of us experience,” said Mridula Reddy, Co-Founder of Slam Out Loud.
On the political front, the push for menstrual leave is gaining traction, though progress remains uneven. In 2023, three state governments introduced mandates for menstrual leave, while others, like Karnataka, are drafting policies to grant six days of paid menstrual leave annually.
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However, national initiatives have faced resistance. Parliament has rejected multiple proposals to legislate menstrual benefits, and the Supreme Court dismissed a petition for mandatory menstrual leave earlier this year. Critics argued that such policies could stigmatise women in the workforce, though global examples from Japan, Spain, and Indonesia suggest otherwise.
Despite obstacles, workplaces are finding ways to normalise menstrual health discussions. Some organisations offer wellness leave, allowing employees to take time off for menstrual pain or mental health needs without explicitly naming it. Training for managers on sensitivity and flexibility has also helped reduced stigma, reported The Straits Times.
