Menstruation has long been shrouded in silence in India. It hides behind black plastic bags and hushed conversations. But the conversation is changing. Across India, more organisations and even state governments are finally recognising that menstruation is a natural biological process, not a professional inconvenience. The current state of menstrual leaves in India is a sign of changing conversations.
The latest updates mark a turning point: Karnataka has become the first Indian state to introduce paid menstrual leave across all sectors. Additionally, the Sikkim High Court has rolled out a progressive policy for its employees. Meanwhile, major companies like Acer India and Larsen & Toubro (L&T) have joined the growing list of corporates embracing menstrual leave as part of their inclusion strategy.
As these policies take root, one thing becomes clear: menstrual leave is not about privilege. It is about dignity, fairness, and the right to work without pain or stigma.
Menstrual leave shouldn’t be stigmatised as special treatment.
Menstrual leave is still widely controversial, with some arguing it supports the stereotype that women are fragile, hormone-driven beings. But why are we not considering the real point here? Paid menstrual leave is not about special treatment; it is about fairness and equality. Just like maternity leave, it addresses the biological needs of menstruating workers and offers support where it is genuinely needed. Isn’t that what workplace equality is all about?
Women often feel the need to hide the true reason for taking leave during their period by saying they are simply “not feeling well.” That is because discussing menstruation openly can still be uncomfortable or stigmatised in many workplaces. Instead of being upfront about needing time off for period-related issues, they might use vague excuses to avoid judgment or awkwardness.
Recognising menstruation as a valid reason for leave, separate from sick days, is a significant step in breaking down the long-standing stigma around periods. That is why companies should not lump menstrual leave into general sick leave. This change is essential for making the workplace more inclusive and supportive, recognising that menstruation has its own specific needs.
Menstrual leaves in India: The current state
Policies allowing workers or students to take time off for menstrual pain or discomfort are known as menstrual leave or period leave. Unfortunately, India lacks a national law governing menstrual leave, and there is no centralised directive for paid menstrual leave. Although there have been attempts in Parliament to introduce bills related to menstrual leave and menstrual health products, these efforts have not yet been successful. However, some states have adopted such policies.
Bihar’s government began offering two days of menstrual leave per month to women in the workforce as early as 1992. More recently, on January 19, 2023, the state of Kerala issued an order providing menstrual leave for all state-run higher education institutions. Moreover, some companies in India have taken the initiative to introduce their own menstrual leave policies.
Karnataka becomes the first state to offer paid menstrual leave across all sectors
Karnataka is the first Indian state to implement a paid menstrual leave policy covering both the public and private sectors. Under the proposed new policy, women employees are entitled to one paid menstrual leave per month, totalling 12 days per year. The policy applies to women working in government offices, garment factories, IT firms, multinational companies (MNCs), and private industrial units, directly benefiting more than 50 lakh women employees across the state.
This decision follows a 2024 report submitted by an 18-member panel formed to draft the Right of Women to Menstrual Leave and Free Access to Menstrual Health Products Bill. While the committee initially suggested six days of menstrual leave per year, the state government increased it to twelve. The government recognises the need for better menstrual health support in the workplace.
Sikkim High Court’s progressive step on menstrual leaves in India
In the judicial sector, the Sikkim High Court remains the only High Court in India to have introduced a menstrual leave policy for its women employees. Implemented in 2024, the policy allows two to three days of menstrual leave per month, upon the recommendation of the High Court’s Medical Officer. Moreover, this leave is treated as a separate category and does not reduce the employee’s regular leave balance.
Menstrual leaves in India: Indian companies offering the benefits
On February 16, 2023, Spain became the first European country to offer paid menstrual leave. This policy allows women with painful periods to take up to three days of paid leave, which can be extended to a maximum of five days. Japan was the first to introduce menstrual leave as an industrial right in 1947. Other countries, such as Taiwan, Indonesia, South Korea, and Zambia, have similar policies. However, India still struggles to address menstrual leave seriously for both cisgender and transgender workers.
Still, some Indian companies are making an effort to create a supportive environment where employees can talk about menstrual health without feeling ashamed or stigmatised.
Swiggy
Swiggy, the online food delivery company, offers its regular delivery partners two days of paid leave each month. With a “no questions asked” policy, workers can take paid time off each month for period-related symptoms. This policy is part of Swiggy’s broader strategy to address and support women-focused workplace issues. The company acknowledges the discomfort delivery drivers might experience while working on the road.
Zomato
To change the menstruation taboos in India, the Gurugram-based food delivery company Zomato introduced a period leave policy in 2020. Zomato offers employees up to 10 days of period leave per year and encourages them to use it as needed. The company’s CEO has emphasised that there should be no shame or stigma attached to taking period leave.
iVIPANAN
In 2020, following Zomato’s lead, Surat-based digital marketing company iVIPANAN introduced a policy offering 12 days of period leave per year to women employees. It allows them one paid leave per month during their period. However, the decision to take the leave is entirely at their discretion. Alternatively, employees can choose to work from home for one day each month during their period. With this policy, iVIPANAN may have become the first organisation in Gujarat to provide paid menstrual leave on a monthly basis for its employees.
Horses Stable News
Horses Stable News, a Bengaluru-based startup with a workforce of 60% women and 40% men, offers two days of paid menstrual leave. Additionally, the company provides an additional Rs 250 allowance to help manage stress during this period. This initiative is aptly named “Nay to Yay.”
Wet & Dry Personal Care
Wet And Dry, a New Delhi-based company specialising in feminine hygiene products, provides two days of leave each month for its menstruating employees. Additionally, employees can opt to work from home during their periods. The policy was announced by the company’s Chief Executive Officer, Pankaj Garg.
In an interview with The Economic Times, Garg explained, “Based on medical recommendations, we are offering two days off a month for our women employees. This is to ensure that they are comfortable and don’t have to endure pain while in the office.”
Acer India ‘Matrika’ Menstrual Leave
Acer India has introduced a menstrual leave policy called ‘Matrika’, inspired by the Sanskrit word meaning the divine feminine. The initiative aims to normalise conversations around women’s health and create a more supportive workplace. Under this policy, women employees can take one extra day of paid leave each month to focus on their menstrual health and well-being without affecting their regular leave balance. Through Matrika, Acer India shows its commitment to building a workplace that values openness, understanding, and care for women’s health.
Larsen & Toubro
Larsen & Toubro (L&T) has introduced a one-day menstrual leave policy each month for its women employees in the engineering and construction sectors. The company, which employs approximately 60,000 people, has around 5,000 women. These women represent roughly 9% of its total workforce. The policy currently applies only to employees in core engineering and construction roles. It excludes L&T’s financial and technology services units that already offer work-from-home and flexible work options. With this move, L&T aims to make its office-based operations more supportive and considerate of women’s health needs.
Menstrual Leaves in India: From stigma to systemic change
It is essential to understand that period leave is not about giving special treatment to one gender or isolating those who menstruate. Instead, it acknowledges that menstruation can cause significant discomfort and adjusts workplace policies to support the health and well-being of everyone. The goal is to create a more inclusive and supportive work environment by adapting work conditions to fit the diverse needs of all employees better.
Changeincontent perspective
For years, the society has defended the absence of menstrual leave. They support it with the argument that equality meant “treating everyone the same.” But equality that ignores biology is not equality, but erasure.
The momentum around menstrual leaves in India reflects a shift from token inclusion to structural empathy. Karnataka’s move to cover both public and private sectors signals that menstrual health is now being treated as a matter of governance. At the same time, companies like Acer India and L&T are proving that acknowledging women’s health needs is not a business liability. Instead, it is a step toward a more humane, productive, and equitable workplace.
For once, India is not waiting for global precedents to set. It is setting them.
Also Read: Women’s empowerment: The pillar of an inclusive society.
>>Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
