In recent years, conversations around workplace inclusivity have expanded beyond gender and race to include health and wellness issues that affect employee performance and well-being. One such subject gaining attention is menstrual leave- a policy that allows employees to take time off during their menstrual cycle without sacrificing pay or job security.
Menstrual leave remains a sensitive and often overlooked topic in workplace policies, even though over 84.1% of women experience menstrual pain at some point, with one in five reporting that the pain regularly interferes with their daily activities. Yet, very few formal workplace policies acknowledge or support this reality.
Despite its growing relevance, menstrual leave remains a contentious issue globally, with varying degrees of acceptance across countries and organisations. For employers, the challenge lies in balancing compassion with productivity while ensuring equity across the workforce.
This blog explores the concept of menstrual leave, current policies worldwide, health implications, criticisms, implementation strategies, and how such policies can improve gender equity in the workplace.
Menstrual leave is a workplace policy designed to support individuals who experience significant discomfort or health issues during their menstrual cycle. For employers, understanding menstrual leave's purpose, structure, and implications is essential for creating a compassionate and equitable work environment.
Menstrual leave refers to the policy that allows individuals to take time off from work during menstruation, particularly when experiencing severe symptoms such as cramps, fatigue, nausea, or migraines. The leave can be paid or unpaid and may be granted for a set number of days per month or as needed, depending on the organisation's guidelines.
This is not a sick leave substitute but a specific form of health-related time off that acknowledges menstruation as a legitimate factor affecting work performance.
In India, only a handful of organisations such as Zomato, Swiggy, and Byju’s have introduced menstrual leave policies, even though a survey found that over 80% of working Indian women support the idea of formal menstrual leave, especially in high-stress or physically demanding roles.
Why It’s Needed
Many menstruating individuals experience symptoms that significantly impact their ability to work effectively. While some manage with mild discomfort, others face conditions such as:
Dysmenorrhea (painful cramps)
Endometriosis
Polycystic Ovary Syndrome (PCOS)
Heavy bleeding or hormonal migraines
Without appropriate accommodations, employees may feel pressured to work through pain, leading to presenteeism, reduced productivity, and long-term burnout. Addressing these realities creates a more humane, supportive work environment; something modern employees increasingly expect.
Menstrual leave policies vary widely across the globe, reflecting differing cultural attitudes, levels of awareness, and legislative priorities. While some countries have implemented progressive national frameworks to support menstruating individuals in the workplace, others have yet to formally recognise the need for such provisions.
A handful of private companies have also taken the initiative to introduce internal menstrual leave policies in the absence of state mandates.
Despite these efforts, a survey by Everteen revealed that 73% of Indian women desire companies to allow menstrual leave, yet 71.7% prefer it to be unpaid, fearing that paid leave might deter employers from hiring female staff.
For employers looking to design inclusive and forward-thinking workplace policies, understanding how menstrual leave is handled globally and nationally offers valuable insights into best practices, gaps in legislation, and evolving employee expectations.
Global Overview
Several countries have introduced menstrual leave policies in varying forms:
Japan: Since 1947, women have been entitled to menstrual leave, although it is often unpaid and rarely used due to cultural stigma.
South Korea: Offers paid menstrual leave, but usage has decreased due to workplace bias and lack of awareness.
Indonesia: Entitles female employees to two days of menstrual leave per month.
Zambia: Known as “Mother’s Day,” female employees can take one day off per month for menstrual pain, no questions asked.
Spain: Recently passed legislation allowing up to five days of medical leave for menstrual pain, with state reimbursement.
Corporate Initiatives in India
In India, companies like Zomato, Byju’s, and Swiggy have pioneered menstrual leave policies. Zomato, for instance, offers up to 10 days of paid leave annually. These initiatives highlight the role that private organisations can play in leading cultural change, especially in the absence of national laws.
Providing menstrual leave is an important step for employee health. Menstruation can cause physical symptoms like pain and fatigue, and affect mood and concentration. Allowing time off acknowledges these challenges, supports employee well-being, and helps maintain productivity and morale..
Supporting Women’s Physical Health
Menstruation is a physiological process that, for some, can be severely debilitating. Allowing menstrual leave:
Reduces stress by eliminating the need to work through pain
Encourages employees to seek medical attention or rest as needed
Lowers the risk of long-term health complications linked to untreated menstrual disorders
When organisations recognise these needs, it promotes a healthier, more sustainable work-life for employees.
Supporting Mental and Emotional Health
Hormonal changes during menstruation can lead to anxiety, mood swings, irritability, and difficulty concentrating. The added pressure of performing under such conditions, especially in high-stress roles, can negatively affect employee morale and mental health.
By enabling flexibility, organisations help mitigate emotional burnout and signal empathy, which fosters loyalty and trust.
Long-Term Organisational Benefits
Healthier employees are more engaged, committed, and productive. Even if menstrual leave leads to occasional absences, the long-term benefit of reduced presenteeism and improved mental health typically outweighs temporary disruptions.
While menstrual leave policies are well-intentioned, they are not without complexities, particularly for employers seeking to balance empathy with operational practicality. Below are expanded challenges that merit careful consideration.
1. Potential for Hiring Bias and Gender Discrimination
One of the most pressing concerns for employers is the inadvertent risk of creating or reinforcing hiring biases. There’s a fear that businesses may subconsciously favour male candidates or non-menstruating individuals to avoid perceived “disruption” caused by menstrual leave.
Although illegal, gender bias can manifest subtly in recruitment, promotions, and salary decisions. Employers may, often unintentionally, assume that women will require more time off or be less consistent in attendance, creating long-term implications for workplace equality.
A study highlighted that such policies could exacerbate existing gender disparities in the workforce.
Employer’s Role: Clear, gender-neutral HR policies, training on unconscious bias, and robust accountability mechanisms are essential to ensure menstrual leave doesn’t become a factor in talent decisions.
2. Concerns Over Productivity and Staffing
From a business continuity perspective, especially in smaller teams or high-volume operational roles, granting additional leave days can raise logistical concerns:
How will workloads be redistributed?
Will key deadlines be affected?
Will the leave policy be misused?
For businesses operating on tight margins or in service-intensive industries, absenteeism, even for valid health reasons, can impact daily performance. Without proper planning, there’s a risk of reduced output or increased pressure on team members covering for absent colleagues.
Employer’s Role: Solutions such as flexible scheduling, remote work options, or part-day leave instead of full-day absences can help maintain productivity without compromising employee well-being.
3. Fear of Misuse or Ambiguity in Policy Application
Unlike visible injuries or clearly defined illnesses, menstrual pain and symptoms are subjective. This ambiguity may create concerns around misuse or exaggeration, particularly if policies lack clear definitions or guidelines.
Employers may also struggle with consistency. Should the same rule apply to everyone regardless of medical conditions like endometriosis, PCOS, or irregular cycles?
Employer’s Role: A well-drafted policy, developed in consultation with employees and medical professionals, can outline fair usage, encourage trust, and prevent misuse while avoiding overly intrusive verification requirements.
4. Stigma and Discomfort Around Menstruation
Despite social progress, menstruation remains stigmatised in many cultures and workplaces. Employees may hesitate to take menstrual leave out of embarrassment or fear of being seen as less professional, less reliable, or too “emotional.”
In male-dominated environments, especially, there may be reluctance to even discuss such topics, which could lead to the policy being underutilised or creating discomfort among team members.
Employer’s Role: Open communication, inclusive training, and leadership endorsement are key to normalising the conversation. Without cultural buy-in, even the best policy risks becoming symbolic rather than impactful.
Despite the above challenges, introducing menstrual leave, when handled thoughtfully, can be a powerful driver for equity and inclusion. Below is a deeper exploration of the impact it can have on workplace culture:
1. Normalising Menstruation and Biological Differences
Menstrual leave helps challenge the long-held notion that a “good” employee is always at peak performance, regardless of physical or emotional strain. By recognising menstruation as a natural, recurring biological function, employers create a culture where employees feel seen, respected, and empowered.
This normalisation sends a strong message: people should not have to suffer in silence or mask their pain to fit a traditional mould of professionalism.
Employer’s Benefit: Greater employee trust and reduced presenteeism. Employees are more likely to perform at their best when they feel understood, not judged.
In 2020, Zomato introduced a policy granting up to 10 days of paid menstrual leave annually to employees who menstruate. CEO Deepinder Goyal emphasised that there should be no shame in taking period leave, aiming to counter the stigma related to menstruation in India.
2. Promoting Gender Equity Through Policy
True equality doesn’t mean treating everyone the same. It means giving individuals what they need to perform equitably. Menstrual leave is one way of addressing the real, often unspoken, barriers that menstruating individuals face.
Such policies complement existing support systems like maternity leave and flexible working hours, helping organisations demonstrate a serious commitment to gender-sensitive policy making.
Employer’s Benefit: Greater diversity in leadership and improved retention of female talent, particularly in mid-career stages, where women often exit due to work-life balance challenges.
Surat-based digital marketing firm iVIPANAN offers 12 days of paid menstrual leave per year to its female employees. Founder Bhautik Sheth stated that this initiative aims to provide a healthier and happier working environment, making the workplace more human-friendly.
3. Fostering a Culture of Empathy and Inclusion
Implementing menstrual leave can open the door to broader conversations around health, mental well-being, and the human side of work. It demonstrates that the organisation is not just ticking boxes for compliance but is genuinely invested in employee welfare.
Menstruating employees, in turn, are more likely to engage, speak up, and contribute meaningfully when they know their needs are considered.
Employer’s Benefit: Stronger internal culture, better employee satisfaction scores, and improved employer branding; especially among Gen Z and millennial talent who prioritise values-based workplaces.
4. Encouraging Open Dialogue Across Genders
A well-handled policy doesn’t exclude men or non-menstruating employees; instead, it brings them into the conversation. It creates a platform where empathy, listening, and understanding are valued.
When men are encouraged to learn about menstrual health, it fosters allyship rather than division. It also sets the tone for discussing other under-addressed issues like menopause, fertility struggles, or mental health.
Employer’s Benefit: Holistic inclusivity. A culture where everyone feels empowered to bring their full selves to work, regardless of gender, age, or personal experiences.
Despite being a natural biological process, menstruation is still surrounded by stigma and silence, especially in workplaces. Many employees hesitate to discuss menstrual health due to fear of judgment or bias, which can obstruct the success of menstrual leave policies and broader inclusion efforts.
Addressing this stigma is key to fostering a supportive culture where all health concerns are treated with respect. For employers, challenging these taboos is vital to building trust and dismantling harmful stereotypes.
Promoting Education and Open Discussion
One of the biggest barriers to menstrual leave is silence. Employers should lead efforts to break that silence by hosting educational sessions, integrating menstrual health into wellness programmes, and encouraging senior leadership to advocate for openness.
Combating Stereotypes
There’s a risk that menstrual leave reinforces the outdated view of women as “weaker” or more emotional. To combat this, policies must be framed not as special treatment but as health accommodations, no different from a day off due to a migraine or recovery from minor surgery.
Clear, inclusive language is key. Focus on health needs rather than gender labels.
Reducing Ambivalent Sexism
“Ambivalent sexism” — where protective attitudes toward women coexist with patronising stereotypes; can creep into policy discussions. Employers should strive to keep the narrative focused on individual health support rather than making broad assumptions about gender.
Designing and rolling out a menstrual leave policy demands more than just allocating days off. It involves thoughtful planning, inclusive language, proper communication, and ongoing support to ensure it truly empowers employees without creating unintended bias or operational issues. Below are key strategies to implement menstrual leave effectively and equitably in your workplace.
1. Drafting an Inclusive and Transparent Policy
A well-crafted policy is the foundation of successful implementation. This includes:
a. Use Inclusive Language
Avoid terms like “women’s leave” which may exclude non-binary or transgender employees.
Adopt neutral, inclusive language: “menstrual leave”, “period leave”, or “leave for menstruating employees”.
b. Clearly Define Purpose and Scope
Specify that the leave is intended to support employees experiencing physical or emotional discomfort due to menstruation.
Indicate that it’s optional and available for self-care or rest, not necessarily tied to severe illness.
c. Outline Eligibility Criteria
State whether the policy applies to all permanent employees, probationary staff, and contractual workers.
Clarify any documentation requirements (preferably self-declaration only).
d. Determine Leave Structure
Offer 1–2 paid leave days per month or an annual quota (e.g., 12 days per year).
Allow unused menstrual leave to lapse or roll over, depending on your policy goals.
Decide whether this will be a separate leave category or absorbed into existing wellness/sick leave.
e. Avoid Reinforcing Gender Stereotypes
Ensure the policy isn’t framed in a way that suggests menstruating employees are less capable.
Position it as a health and well-being initiative, not a concession.
2. Communicating the Policy Internally
Transparent, respectful communication builds awareness and trust.
a. Multi-Channel Dissemination
Announce the policy via email, employee handbooks, and internal HR dashboards.
Highlight it during new joiner orientation or onboarding sessions.
b. Q&A Forums and Policy Walkthroughs
Host optional town halls or webinars to explain how the policy works.
Create a policy explainer document or FAQ guide to reduce confusion.
c. Lead by Example
Encourage leadership and management teams to openly support the policy.
This helps eliminate any stigma or perception that using menstrual leave reflects weakness.
d. Address Confidentiality Concerns
Reassure employees that their personal health choices will remain confidential.
Explain that managers will only be notified of a leave request, not its reason unless explicitly required.
3. Training HR and Line Managers
Your HR team and direct supervisors are the face of your policy. Equip them properly.
a. Sensitivity and Awareness Training
Run workshops on menstruation-related challenges and biases.
Address cultural taboos or awkwardness that could affect interactions.
b. Guidance on Fair Treatment
Reinforce that employees using menstrual leave must not be penalised or seen as less productive.
Educate managers to avoid microaggressions, jokes, or gossip around menstrual health.
c. Handling Queries or Complaints
Train managers to respond supportively to concerns around misuse or peer perception.
Establish a clear escalation path for disputes or abuse of policy, managed discreetly.
d. Alignment with Broader Wellness Initiatives
Position menstrual leave alongside existing wellness, mental health, and ergonomic policies.
This normalises its presence in your leave framework.
4. Offering Flexible Work Alternatives
Flexibility enhances the policy's impact without requiring time off.
a. Remote or Hybrid Work Options
Allow employees to work from home on difficult menstruation days, where feasible.
Hybrid arrangements can provide relief without affecting productivity.
b. Staggered Timings
Provide employees with the option to start late or finish early when needed.
Offer extra breaks throughout the day for rest or care.
c. Wellness Rooms or Rest Zones
Create comfortable rest areas within the office for employees needing a break.
Include amenities like heating pads, sanitary products, and water stations.
d. Option to Reallocate Hours
Allow employees to make up for missed hours over the week or month, if preferred.
e. Compassionate Culture over Formal Requests
Empower employees to request accommodations without elaborate paperwork or awkward conversations.
5. Digital Tools for Discretion and Ease
Tech can ensure smooth, confidential leave management.
a. Private Leave Application Process
Use an HR portal or mobile app where employees can submit menstrual leave discreetly.
Avoid manual paperwork or verbal requests.
b. Auto-Approval Mechanism
Reduce gatekeeping by offering auto-approval for a set number of days per year.
Notify only the HR system, not the reporting manager, if privacy is a concern.
c. Integration with Attendance Tracking
Ensure menstrual leave is integrated into payroll and attendance logs to avoid confusion or errors.
d. Visibility with Confidentiality
Provide visibility to the employee on leave balance and history while maintaining data privacy.
6. Feedback and Continuous Improvement
Policies should evolve with the needs of your workforce.
a. Run Anonymous Surveys
Gather feedback after the first 3–6 months of rollout.
Ask if employees feel comfortable using the leave and whether they understand its intent.
b. Open Feedback Loops
Allow employees to suggest changes to the policy via suggestion boxes or digital forums.
c. Data-Driven Policy Refinement
Monitor usage trends to detect underutilisation or misuse.
Adjust eligibility, structure, or communication accordingly.
d. Engage Employee Resource Groups (ERGs)
Involve women’s networks, diversity taskforces, or wellness groups in reviewing the policy regularly.
e. Benchmark Against Industry Standards
Stay informed of evolving norms and legislation across sectors and geographies.
7. Preventing Misuse Without Creating Barriers
Focus on trust, not control.
a. Avoid Mandatory Medical Proof
Trust employees to manage their health; discourage invasive verification.
b. Monitor for Patterns, Not Punish
If an employee consistently uses menstrual leave around holidays or deadlines, discuss supportively, not punitively.
c. Transparent Appeals Process
If misuse is suspected, establish a fair review process involving HR, not direct managers alone.
d. Reward Responsibility
Highlight teams or individuals who use leave responsibly as part of wellness recognition initiatives.
The conversation around menstrual leave is about more than just time off. It's a reflection of how inclusive, empathetic, and forward-thinking a workplace truly is.
From a practical standpoint, menstrual leave helps employees manage legitimate health needs without compromising performance. From a cultural standpoint, it breaks down long-standing taboos and fosters a healthier, more supportive environment.
As an employer, embracing such policies doesn't just future-proof your organisation it also humanises it. The path forward lies not in one-size-fits-all mandates but in thoughtful, flexible implementation backed by inclusive values and a commitment to employee well-being.
At Craze, we believe the future of work lies in empathetic, flexible, and inclusive practices that reflect the evolving needs of the workforce. Whether you're designing your first wellness policy or refining existing HR frameworks, menstrual leave should be part of the conversation.
Join the movement towards equitable workplaces — explore tools, templates or create a custom menstrual leave policy tailored to forward-thinking businesses like yours, only on Craze.
Let’s build workplaces that don’t just accommodate people — they empower them.
1. Is menstrual leave legal in India?
Currently, there is no national law mandating menstrual leave in India. However, some organisations and individual states have introduced policies voluntarily. In the private sector, companies like Zomato, Culture Machine, and Ola have introduced menstrual leave policies to support their employees.
2. Which state in India has menstrual leave?
Bihar was the first Indian state to offer menstrual leave to women working in the public sector. In 2023, Kerala followed suit by implementing menstrual leave for female students in all state-run universities. However, this policy is yet to be widely adopted across other Indian states.
3. What are the disadvantages of menstrual leave?
While menstrual leave supports gender-sensitive health policies, it also raises concerns about reinforcing gender stereotypes, possible misuse, and workplace discrimination. Some employers worry it may affect hiring practices or place an undue financial burden on smaller businesses if not regulated or subsidised.
