Menstrual Leave

Menstruation is a natural biological process but causes distress for many menstruators. Dysmenorrhea (severe menstrual pain) affects 45-70% of menstruators, impacting productivity. Gynecological disorders like PCOS and endometriosis worsen the issue.

Global and National Scenario

Global Practices

  • Japan – Pioneer in menstrual leave (ML) policies.
  • Spain – 3-5 days of paid leave for painful periods (doctor’s approval required).
  • Zambia – Women can take one day off per month without explanation.

India’s Policies

  • Bihar (since 1992) – Public sector ML policy.
  • Menstrual Benefits Bill, 2017 (proposed by MP Ninong Ering).
  • Women’s Sexual, Reproductive & Menstrual Rights Bill, 2018 – Addressed ML and menstrual rights.
  • Central Government’s Menstrual Hygiene Policy – Focuses on awareness, not ML.

Debate on Menstrual Leave in India

Against ML Policy For ML Policy
  • Smriti Irani: Periods are not a handicap , so no need for special paid leave.
  • Fear of increased discrimination in hiring menstruators.
  • ML can reduce stress, boost productivity, and improve employer-employee relations .
  • Equity over equality – Recognizing different needs in workplaces.
Menstrual Leave

Challenges in Implementation

  • Employer Resistance – Concerns over productivity loss and hiring costs .
  • Informal Sector – Lack of regulation and difficulties in policy enforcement.
  • Stigma and Awareness – Social taboos make discussions on menstrual rights difficult.

Way Forward

  • Raising Employer Awareness – Link ML to higher long-term productivity .
  • Pilot Implementation – Start with the formal sector , later extend to informal workers.
  • Government Initiative – A central policy can encourage private firms to adopt ML.
  • Comprehensive Menstrual Health Policies – ML should be part of a larger framework ensuring menstrual equity.

Conclusion

Menstrual leave is a step towards gender-sensitive workplace policies . A balanced approach can ensure productivity while supporting menstruators' rights . Effective implementation can improve workplace inclusivity and labor market equity.