Menstrual Leave in India

Almost around the same time I joined Sulabh International in January 2024, the organisation launched a new report titled “Combating the Silence: From Menarche to Menopause.” At the launch event, Sulabh President Mr. Kumar Dilip made an announcement that deeply resonated with me as a woman — all women working with the organisation, would now be entitled to two days of menstrual leave every month. The decision, rooted in Sulabh’s engagement with menstrual hygiene management (MHM), acknowledges the physical, emotional, and social toll menstruation can take — especially in the absence of supportive workplace environments.

This was the first time I reflected upon the idea of menstrual leave. The idea felt comforting and brought a smile to my face. Knowing that I had joined an organisation that truly cared for the well-being of its women workers made me feel proud.

Fast forward to March 8, 2025, on International Women’s Day, I came across the news that Larsen & Toubro (L&T), a major Indian multinational, had also introduced one day of paid menstrual leave per month for around 5,000 female employees.

This announcement got me thinking — how common is menstrual leave in India? What does the law say? What are other companies doing? I decided to look into it, and here’s what I found.

Governmental Stance on Menstrual Leave

As of now, there is no national mandate in India requiring employers to provide menstrual leave. The responsibility to implement such policies has largely been left to individual states and organizations. Notably:​

• Bihar: Since 1992, the state has allowed women employees to take two days of paid menstrual leave each month. ​

  
  

• Kerala: In 2023, Kerala extended menstrual leave to female students across all universities and educational institutions, reflecting a broader acceptance of menstrual health considerations.

  
  

• Odisha: In August 2024, Odisha introduced a one-day menstrual leave policy for women workers in both the public and private sectors, allowing leave on either the first or second day of their menstrual cycle.

  
  

At the national level, legislative efforts have been initiated to address menstrual leave:​

• The Right of Women to Menstrual Leave and Free Access to Menstrual Health Products

  
  

  Bill, 2022: This proposed bill aims to provide three days of paid leave for women and transwomen during menstruation and ensure free access to menstrual health products. However, it has yet to be enacted into law. ​

  
  

In July 2024, the Supreme Court of India addressed a plea seeking mandatory menstrual leave for female employees. The Court declined to issue a directive, stating that such matters fall within the realm of policy-making rather than judicial intervention. The Court emphasized that making menstrual leave mandatory could potentially discourage employers from hiring women, thereby adversely affecting women's participation in the workforce. Instead, the Court suggested that the central government consider framing a model policy on the issue after consulting with states and stakeholders. ​

Corporate India's Approach

In the absence of a national policy, several private organizations have proactively implemented menstrual leave policies:​

• Zomato: In 2020, the food delivery company introduced a policy allowing up to 10 days of paid period leave annually for women employees.

  
  

• Mathrubhumi News: Since July 2017, this media organization has provided a one-day leave for women during their menstrual periods, separate from other forms of leave. ​

  
  

• Scaler: The ed-tech company offers paid menstrual leave to acknowledge and accommodate the discomfort some women experience during menstruation. ​

  
  

L&T's recent policy aligns with this trend, reflecting a growing recognition of the need to support women's health and well-being in the workplace.​

The Path Forward

The introduction of menstrual leave policies by states like Bihar, Kerala, and Odisha, as well as by companies such as L&T, highlights a shift toward acknowledging and accommodating the unique health needs of women. However, the lack of a uniform national policy means that access to menstrual leave remains inconsistent across the country.​

The central government's current position, as articulated by the Minister of Women and Child Development, indicates that there are no immediate plans to mandate paid menstrual leave for all workplaces. This underscores the importance of continued dialogue among policymakers, employers, and civil society to address the challenges and implications of implementing menstrual leave policies on a broader scale.

As societal attitudes evolve and more organizations adopt supportive measures, there is potential for more comprehensive policies that promote women's health and contribute to a more inclusive and equitable workforce.

The Worldview on Menstrual Leave:

India is not alone in grappling with how to institutionalize menstrual leave. Several countries have already implemented national policies:

Japan: Has offered menstrual leave since 1947, allowing women to take days off during painful periods, though uptake remains low due to workplace stigma.

South Korea: Women are legally entitled to one day of menstrual leave per month, though this is often unpaid.

Indonesia: Provides two days of menstrual leave per month, though enforcement and application vary across sectors.

Taiwan: Offers three days of menstrual leave annually, which are not deducted from sick leave.

Spain: In 2023, became the first European country to offer paid menstrual leave, marking a significant shift in Western workplace policies.

These global examples highlight that menstrual leave is not a radical or unprecedented idea — it is a growing international movement toward equity, dignity, and well-being for all workers.

Bela Sharma

Manager, Communications

Sulabh International