Even today, in India, buying sanitary pads often feels like you are smuggling something illegal, with the products wrapped in layers of newspaper or hidden in a black plastic bag. Menstruation remains such a taboo topic that discussing menstrual health at work is nearly unheard of. For many women, non-binary, and trans employees, especially those with conditions like endometriosis or PCOS, period pain can be unbearable. Yet, they hesitate to inform their managers, worried about stigma or a lack of support. It is about time we normalise menstruation and menstrual hygiene in the workplace. Let us explore the current state of menstrual leaves in India and how Indian companies are changing the conversation.
Menstrual leave shouldn’t be stigmatised as special treatment.
Menstrual leave is still widely controversial, with some arguing it supports the stereotype that women are fragile, hormone-driven beings. But why are we not considering the real point here? Paid menstrual leave is not about special treatment; it is about fairness. Just like maternity leave, it addresses the biological needs of menstruating workers and offers support where it is genuinely needed. Isn’t that what workplace equality is all about?
Women often feel the need to hide the true reason for taking leave during their period by saying they are simply “not feeling well.” That is because discussing menstruation openly can still be uncomfortable or stigmatised in many workplaces. Instead of being upfront about needing time off for period-related issues, they might use vague excuses to avoid judgment or awkwardness.
Recognising menstruation as a valid reason for leave, separate from sick days, is a significant step in breaking down the long-standing stigma around periods. That is why companies should not lump menstrual leave into general sick leave. This change is essential for making the workplace more inclusive and supportive, recognising that menstruation has its own specific needs.
Menstrual leaves in India: The current state
Policies allowing workers or students to take time off for menstrual pain or discomfort are known as menstrual leave or period leave. Unfortunately, India lacks a national law governing menstrual leave, and there is no centralised directive for paid menstrual leave. Although there have been attempts in Parliament to introduce bills related to menstrual leave and menstrual health products, these efforts have not yet been successful. However, some states have adopted such policies.
Bihar’s government began offering two days of menstrual leave per month to women in the workforce as early as 1992. More recently, on January 19, 2023, Kerala issued an order providing menstrual leave for all state-run higher education institutions. Moreover, some companies in India have taken the initiative to introduce their own menstrual leave policies.
Menstrual leaves in India: Indian companies offering the benefits
On February 16, 2023, Spain became the first European country to offer paid menstrual leave. This policy allows women with painful periods to take up to three days of paid leave, which can be extended to five days. Japan was the first to introduce menstrual leave as an industrial right in 1947. Other countries like Taiwan, Indonesia, South Korea, and Zambia have similar policies. However, India still struggles to address menstrual leave seriously for both cisgender and transgender workers.
Still, some Indian companies are making an effort to create a supportive environment where employees can talk about menstrual health without feeling ashamed or stigmatised.
Swiggy
Swiggy, the online food delivery company, offers its regular delivery partners two days of paid leave each month. With a “no questions asked” policy, workers can take paid time off each month for period-related symptoms. This policy is part of Swiggy’s broader strategy to address and support women-focused workplace issues, acknowledging the discomfort delivery drivers might experience while working on the road.
Zomato
To change the menstruation taboos in India, the Gurugram-based food delivery company Zomato introduced a period leave policy in 2020. Zomato offers employees up to 10 days of period leave per year and encourages them to use it as needed. The company’s CEO has emphasised that there should be no shame or stigma attached to taking period leave.
iVIPANAN
In 2020, following Zomato’s lead, Surat-based digital marketing company iVIPANAN introduced a policy offering 12 days of period leave per year to women employees. It allows them one paid leave per month during their period, though the decision to take the leave or not is entirely up to them. Alternatively, employees can choose to work from home for one day each month during their period. With this policy, iVIPANAN may have become the first organisation in Gujarat to provide paid menstrual leave on a monthly basis for its employees.
Horses Stable News
Horses Stable News, a Bengaluru-based startup with a workforce of 60% women and 40% men, offers two days of paid menstrual leave and provides an additional Rs 250 allowance to help manage stress during this period. This initiative is aptly named “Nay to Yay.”
Wet & Dry Personal Care
Wet And Dry, a New Delhi-based company specialising in feminine hygiene products, provides two days of leave each month for its menstruating employees. Additionally, employees can opt to work from home during their periods. The policy was announced by the company’s Chief Executive Officer, Pankaj Garg.
In an interview with The Economic Times, Garg explained, “Based on medical recommendations, we are offering two days off a month for our women employees. This is to ensure that they are comfortable and don’t have to endure pain while in the office.”
The final thoughts on menstrual leaves in India
It is essential to understand that period leave is not about giving special treatment to one gender. It is also not about isolating those who menstruate. Instead, it acknowledges that menstruation can cause significant discomfort and adjusts workplace policies to support everyone’s health and well-being. The goal is to create a more inclusive and supportive work environment by adapting work conditions to better fit the diverse needs of all employees.
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.
