Another barrier: on the issue of period leave

When considering a measure to address a work-related need, care must be taken to ensure that it does not inadvertently reduce the employee’s opportunity to work. This was again made evident on March 13, when a two-judge Bench of the Supreme Court, headed by Chief Justice of India Surya Kant, refused to entertain a petition seeking a law providing menstrual leave for women workers and students. The Court cautioned that mandatory menstrual leave could unintentionally hinder women’s careers and deny them “big responsibilities”. Instead, it encouraged “voluntary” initiatives by States. In Odisha, women government employees up to the age of 55 can take an additional day of leave each month, while Kerala grants menstrual leave to female trainees in ITIs and universities. Karnataka issued an order that entitles women in the public and private sectors up to the age of 52 to a day’s menstrual leave a month, raising concerns whether private establishments might be disincentivised from hiring women. This government order has been challenged in the High Court. Such changes must come with safeguards, and the top court rightly suggested that the government come up with a menstrual leave policy in consultation with stakeholders — as it had done in 2024 as well.

Many women face debilitating menstrual pain and conditions such as endometriosis, PCOD and PCOS. But the Court’s reasoning rests on another, more universal reality: women are already disadvantaged at work, facing systemic barriers such as unequal pay. In this context, mandatory menstrual leave could become a form of biological determinism, limiting opportunities, pay and promotions for women. In countries where menstrual leave policies exist, they are either poorly enforced or are not opted for by most women. In Spain, legislation enacted in 2023, and hailed as “... historic ... for feminist progress”, saw few women exercising the right a year later. In Zambia, some women said it was being misused. In India, the female Labour Force Participation Rate rose from 23.3% in 2017-18 to 41.7% in 2023-24, driven largely by rural women entering work due to distress, insecure employment and unpaid household work. In this context, a blanket menstrual leave policy could be counterproductive: many women cannot afford to lose workdays, and in informal jobs, it may also be unenforceable. Providing free sanitary products and medicines at workplaces and allowing time off under existing leave provisions would be a way forward. That would be an acknowledgement of biological realities without turning such well-intentioned but poorly thought-out initiatives into yet another barrier to women’s participation.