Menstrual leave new amendment India

A workplace policy which grant leave specially for menstruation has gained major attention in India and around the world. Many people know that menstrual leave as benefit offered to women employees offered by companies, A new policy in Karnataka has taken this thing further by potentially making menstrual leave as legal entitlement for employees.

What Is Menstrual Leave?

Menstrual leaves is a specific type of leave which given to people who menstruate — not just a normal sick day or casual break, but leave recognized specifically to address the physical and emotional symptoms that can accompany menstruation. For many menstruators, periods can come with pain, cramps, fatigue, nausea, headaches, back pain, or other discomforts that can affect their ability to work comfortably and effectively.

Traditionally, workplaces have treated this menstrual symptom as a personal issue of employees which something to be managed privately using regular sick leave. But menstrual leave acknowledges that periods are a biological reality, so work environments should adapt to support health and dignity rather than ignore the experience.

The New Karnataka Policy: A Milestone for India

In 2025, the Karnataka government became the first state in India to implement menstrual leave as a statutory entitlement for employees. Under this policy, women employees aged between 18 to 52 are entitled to one day of paid menstrual leave every month that is a total of 12 days per year in addition to their regular leave entitlements.

This policy applies

1. It covers women working in government departments and private sector establishments, including factories, shops, offices, and more
2. It applies to all permanent, contractual, and outsourced workers.
3. No medical certificate is required to claim this leave, which is helping to protect privacy and dignity of women employees.
4. The leave must be recorded separately in attendance and cannot be combined with other leaves.

The Broader Amendment and Proposed Bill

The policy on menstrual leave is currently backed by a government order, but Karnataka government  is moving ahead with something even broader that is the Karnataka Women Wellbeing Leave Bill, 2025, which aims to expand these benefits and enact them in law.

This draft bill goes beyond just working women:

1. It would define a “menstruating person” to include girls, women, and transgender persons
2. It proposes one day of paid menstrual leave per month for all eligible individuals in government and private sector employees.
3. For students in schools and colleges, it suggests up to two days of menstrual leave per month plus a 2 % attendance relaxation to account for menstrual-related needs.
4. The bill also calls for allowing work-from-home options if individuals prefer that instead of taking leave
5. It offers the creation of a Karnataka Women Wellbeing Authority to oversee implementation and even sets penalties for discrimination or denial of menstrual leave by organization.

Some Challenges and Criticisms

This is become some argumentative  topic saying that this might reinforce stereotypes about women’s productivity or disadvantage, mainly it will show the impact in hiring women employee. Also come with the question how company will integrate these leaves effectively and fairly.

Yet proponents argue that true equality requires acknowledging biological differences and structure policies that support people in all stages of life.

Just to make a note Menstrual Leave is not a part of the New Wage Code

1. What is menstrual leave in India?

Menstrual leave allows women and other menstruating individuals to take paid leave during periods.

2. Is menstrual leave mandatory in India?

It is not mandatory nationwide yet, but Karnataka has implemented it legally.

3. How many days of menstrual leave are allowed?

Karnataka provides 1 day per month (12 per year). Students may get 2 days.

4. Do employees need a medical certificate?

No. The Karnataka policy does not require medical proof.

5. Is menstrual leave paid or unpaid?

Paid leave as per the new order.

6. Does the policy cover private companies?

Yes, the amendment applies to government + private establishments.

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