On November 12, 2025, the Karnataka state government officially notified a landmark menstrual leave policy, bringing significant relief and recognition to women in the workforce across the state. This policy allows women between the ages of 18 and 52 to avail themselves of one day of menstrual leave per month. The move aims to acknowledge the health challenges women may face during menstruation while promoting greater participation and efficiency of women in the workplace.
The new policy applies broadly to women employed in permanent, contract, or outsourced positions, covering various sectors governed by established labor laws. Specifically, it includes establishments registered under the Factories Act of 1948, the Karnataka Shops and Establishments Act of 1961, the Plantation Workers Act of 1951, the Beedi and Cigar Workers (Conditions of Employment) Act of 1966, and the Motor Transport Workers Act of 1961. However, the government order (GO) does not extend this leave provision to government employees, anganwadi workers, or Accredited Social Health Activists (ASHAs), which has been a point of discussion and concern among certain groups.
The decision to implement menstrual leave came after an expert committee initially recommended allowing six days of leave annually. However, when the policy was approved in the state Cabinet, the number was increased to 12 days per year, effectively translating to one day per month. Feedback from various stakeholders, including individuals, organizations, trade unions, and employers, was solicited during the formulation of the policy. Among those who responded, 56 parties supported the initiative, with 26 supporters coming from management, highlighting a balanced endorsement from both employees and employers.
The government order emphasizes that the menstrual leave is intended to address women's health needs while simultaneously enhancing their productivity and participation in the workforce. Importantly, the leave policy includes provisions to simplify its usage: women availing this leave will not be required to provide medical certificates, thereby reducing potential stigma or bureaucratic hurdles. Additionally, the policy does not allow for the carryover of unused menstrual leave to subsequent months, which indicates that the leave must be used within the designated month.
While the notification has been generally welcomed, several voices from labor unions and social activists have urged the government to take more robust steps to formalize the policy. Divya Biradar, convener of the Karnataka Domestic Workers’ Union affiliated with the All India Trade Union Congress (AITUC), welcomed the government order but stressed that a government order alone is insufficient. She called for the policy to be enshrined into legislation, which would provide stronger legal backing and enforcement. Biradar also pointed out significant gaps in the policy’s scope, highlighting that it currently excludes many women engaged in informal sectors such as domestic work, agriculture, and construction. She advocated for the inclusion of scheme workers like anganwadi workers and ASHAs, who are vital contributors to the grassroots workforce but remain outside the policy’s ambit.
Another area of concern raised by critics is the fixed age limit of 18 to 52 years for menstrual leave eligibility. Some experts and senior executives from reputed organizations argue that this age bracket does not adequately cover the diverse experiences of women regarding menstruation and menopause. For instance, menopause can occur at varying ages, sometimes later than 52, and women who continue to menstruate beyond this age may be unfairly excluded from the benefits of the policy. These critics recommend revisiting the age limit to make the policy more inclusive and reflective of women’s biological realities.
The introduction of menstrual leave in Karnataka aligns with a broader global conversation about recognizing and accommodating women’s health needs in the workplace. Several countries worldwide have implemented similar policies, with varying levels of acceptance and success. Proponents argue that menstrual leave policies reduce absenteeism, increase job satisfaction, and promote gender equality by acknowledging the unique health challenges women face. Detractors sometimes express concerns about potential misuse or reinforcing gender stereotypes. However, Karnataka’s approach, especially by removing the requirement for medical certificates, attempts to balance sensitivity with practicality.
The Karnataka government’s move is ground-breaking in the Indian context, where discussions about menstruation have traditionally been shrouded in stigma and silence. By institutionalizing menstrual leave, the government is not only providing tangible support to women workers but also challenging societal taboos. It sends a message that women’s health is a priority and that workplaces should be environments that accommodate their needs without prejudice.
Looking ahead, the success of this policy will depend on its implementation and possible refinements. Labor