The debate over paid menstrual leave centres on whether it will be a progressive step that will draw more women into the workforce or just another excuse for employers to push them out. For example, former Women and Child Development Minister Smriti Irani argues that such a policy could lead to discrimination against those who menstruate. However, there is another viewpoint which says policies must protect employees from being treated unfairly for taking menstrual leave. Gozoop’s work-from-home policy is an example of how an organisation can bring positive change.
Rather than questioning the concept, one should ensure that any menstrual leave policy includes strict provisions to prevent employer bias. Moreover, states such as Bihar and Kerala have already implemented these policies successfully, showing that the concept is feasible and not as controversial as some may argue.
Hon. Ex-Minister Smriti Irani’s point that menstruating employees shouldn’t be isolated is valid. However, it’s equally important to acknowledge and address the discomfort that menstruation can cause. While not all women may experience significant issues, many, especially those with conditions like PCOS and endometriosis, endure painful discomfort during their menstrual cycles. The GOZOOP Group effectively addresses these concerns with a well-considered menstrual policy.
How GOZOOP balances menstrual support and professionalism
Bansi Raja, Director of Human Resources and Chief Happiness Officer at GOZOOP Group, agrees that menstruation should not be a “separate” or stigmatised issue requiring “special” leave provisions. However, GOZOOP acknowledges the need for menstrual support and does not overlook the importance of addressing menstrual discomfort. Rather than offering additional leave, the company provides menstrual benefits, allowing women to work from home for one extra day each month during their menstrual cycle.
Gozoop’s work-from-home policy: The core idea
The idea behind this policy is that during menstruation, a woman would prefer to avoid the discomfort of crowded public transport, the worry of stains, and the need to manage pain with a hot water bottle or sit for long hours in uncomfortable chairs. The work-from-home (WFH) benefit addresses these issues by allowing women to work from the comfort of their homes, providing a more accommodating environment.
Bansi Raja also notes that women employees highly value this benefit as it offers them the best of both worlds. Additionally, male colleagues appreciate the gesture because it ensures that work continues smoothly while addressing biological concerns.
By allowing women to work from home rather than taking additional leave, the company shows that menstruation is a normal part of life that doesn’t impair professional capabilities. This approach emphasises that menstruating women can still contribute effectively to their work. Their policy’s flexible work arrangement normalises the discussion around menstrual health without singling out menstruating employees. This approach ensures that employees with painful menstrual cycles receive the support they need while addressing concerns about isolation.
The final thoughts on Gozoop’s work-from-home policy
Supporting menstruating employees doesn’t have to mean special treatment. Policies like GOZOOP’s, which allow working from home during menstruation, show that it’s possible to provide effective support while keeping things normal and inclusive. More companies need to come up with thoughtful policies that can address health concerns in a way that normalises and supports rather than isolates or stigmatises.
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.
