Why Menstrual Leave Is Important: Could It Be the Key to Gender Equality at Work?
Menstruation is a natural biological process that affects half the population, yet it remains a taboo topic in many societies. For millions of women, periods are accompanied by debilitating cramps, fatigue, nausea, and hormonal fluctuations that affect their ability to perform at work. Despite this, workplace policies often overlook menstrual health, leaving women to suffer in silence.
Menstrual leave—time off specifically granted to individuals experiencing painful menstruation—is gaining traction as an important step toward gender-sensitive workplaces. But what exactly is menstrual leave, and could it be the key to gender equality in the workplace?
What Is Menstrual Leave?
Menstrual leave is a policy that allows employees to take paid or unpaid leave during their menstruation period if symptoms are severe enough to hinder productivity. This is different from sick leave in that it specifically acknowledges the unique physiological and hormonal challenges that menstruation poses.
In some cases, menstrual leave can be taken monthly, while in others it may be limited or discretionary depending on company or country-specific guidelines.
Why Menstrual Leave Matters
1. Acknowledges Biological Differences
Menstruation isn’t just an inconvenience—it can be debilitating. For women suffering from conditions like endometriosis, dysmenorrhoea (painful periods), or polycystic ovarian syndrome (PCOS), menstrual pain can be as intense as chronic illness. Offering menstrual leave validates these experiences and treats women’s health with seriousness.
2. Promotes Gender Equality
Equality doesn’t always mean treating everyone the same. Sometimes, it means recognising different needs and addressing them equitably. Menstrual leave can level the playing field by giving women the support they need to perform at their best, without fear of losing income or reputation.
3. Reduces Stigma and Silence Around Menstruation
When employers openly acknowledge menstruation by offering leave policies, it helps normalise the conversation. This breaks down harmful taboos and encourages a more inclusive and supportive environment for women.
4. Improves Workplace Productivity
Instead of forcing themselves to work through intense pain or fatigue, employees who take menstrual leave can rest and return to work more focused and productive. Presenteeism—being physically present but mentally or physically impaired—can hurt businesses more than short-term absenteeism.
5. Supports Mental Health
Menstruation affects not only the body but also mood and mental clarity. Hormonal fluctuations can lead to anxiety, depression, and irritability. A policy that supports leave for mental as well as physical symptoms fosters emotional well-being.
Global Examples of Menstrual Leave Policies
Several countries and companies have taken bold steps to introduce menstrual leave policies:
- Japan: Since 1947, Japanese labour law has allowed women to take menstrual leave if requested.
- South Korea: Offers menstrual leave and additional pay if not utilised.
- Taiwan: Permits three days of menstrual leave per year without it counting towards regular sick leave.
- Indonesia: Grants two days of menstrual leave per month.
- Spain: In 2023, Spain became the first European country to introduce paid menstrual leave nationally.
- Zomato (India): The food delivery giant introduced 10 days of paid menstrual leave per year for female and transgender employees.
These policies reflect growing recognition of menstruation as a legitimate workplace concern—not a private burden to be hidden.
Challenges and Criticisms
1. Risk of Discrimination
Critics argue that menstrual leave could reinforce gender stereotypes or make employers hesitant to hire women, especially in male-dominated fields. There’s concern that additional leave entitlements could be seen as a liability.
2. Privacy Concerns
Employees may feel uncomfortable disclosing that they are taking leave due to menstruation, especially in conservative workplaces where stigma persists. Without proper policies, this may backfire and lead to awkward conversations or judgement.
3. Lack of Standardisation
With no global or even national consensus in many countries, menstrual leave is inconsistently applied. Some companies offer it, others don’t. Without broader legislation, access remains uneven.
4. Abuse of Policy
There are concerns that the policy may be misused if not properly regulated. However, this criticism is often unfounded and rooted in distrust of employees rather than actual data.
How Employers Can Introduce Menstrual Leave Responsibly
- Make the policy optional and confidential: Employees should not be forced to disclose personal health details beyond what is required.
- Include menstrual health in employee wellness programmes: Normalising conversations around menstruation helps reduce shame.
- Train HR teams and managers: Sensitivity and privacy are essential when handling such leave requests.
- Offer flexibility: Options like work-from-home or flexible hours can support menstruating employees without formal leave.
- Monitor and evaluate: Collect anonymous feedback to assess how the policy is working and where improvements are needed.
Real-Life Example
Case: Priyanka, a software engineer in Delhi, often missed work during her periods due to severe cramps. When her company introduced menstrual leave, she felt relieved and supported. “It wasn’t just the leave—it was the fact that my employer acknowledged my pain as real,” she said. She now feels more loyal to her workplace and even more productive on her return.
The Future of Menstrual Leave in India
India has yet to adopt a nationwide menstrual leave policy, although some private companies have taken steps. The Menstruation Benefits Bill, 2017, introduced in Parliament, proposed two days of paid leave each month for menstruating employees—but it is still pending approval.
Given the size of India’s workforce and the number of women employed in both formal and informal sectors, such a policy could greatly benefit public health, workplace satisfaction, and gender equity.
FAQs on Menstrual Leave
Is menstrual leave the same as sick leave?
No. While some countries allow menstrual symptoms to be covered under sick leave, menstrual leave specifically acknowledges the recurring and natural nature of menstruation.
Do men receive an equivalent form of leave?
No, but the aim of menstrual leave is equity, not equality. Since only those who menstruate experience these challenges, the leave compensates for a biological difference.
Can menstrual leave hurt women's career progression?
If not implemented carefully, it may fuel stereotypes. However, well-structured policies with support and privacy safeguards can actually improve women's workplace participation and retention.
How many days of menstrual leave is typical?
It varies by country and company, ranging from 1–3 days per month, or up to 10 days per year in some cases.
What can companies do if they can't offer formal leave?
They can implement flexible work hours, allow remote working during periods, or provide resting zones and sanitary support within office premises.
Internal Resources for Further Reading
- Health risks of taking painkillers during menstruation
- Will PCOS affect my sex life after marriage?
- What are menopause symptoms?
- Explore more on women’s health and rights
