Bengaluru
While Karnataka Cabinet’s decision to approve one menstrual leave per month was much awaited, it has also raised concerns about its implementation in workplaces, with many questioning who will cover for employees taking menstrual leave, and how workflow will be maintained without disruptions.
Umesh A.H., Deputy Labour Commissioner, (Region-1), said that main challenge is workforce adjustments and understanding who will handle the work of those on leave, especially since manpower remains limited in both government and private sectors.
“Convincing private firms to implement a paid menstrual leave is also a challenge as most companies operate on a five-day work week. However, as society, we can overcome these challenges and will consider these aspects carefully while notifying the policy,” he said.
Private firms resisting
While the Karnataka Cabinet has approved a menstrual leave policy allowing women to take 12 paid leaves a year, a section of private firms are resisting the move and questioning its need.
Employers argue that women already have access to earned, casual, and sick leave, along with flexible work-from-home options, and that an additional category could complicate leave structures and affect productivity.
Other points of view
The policy board committee had earlier also invited two rounds of suggestions from representatives and eminent academics to explain their stance.
Shruti M.P., personnel administration, Infosys, had pointed out that giving 12 menstrual leaves per year will create unequal issues in the workplace. Instead, it is better to give five days extra as sick leave to women who can utilise it only on a need basis. “Initiating one day menstrual leave could prove disadvantageous to women themselves as there is a possibility to lose employment opportunities,” Ms. Shruti mentioned.
Kathyanini Chamaraj, executive trustee, CIVIC, Bangalore, also expressed reservations, arguing that this will also not be of help to agricultural labourers who are known to go back to work after delivering their babies. “Women are still treated as untouchable during their periods, and if a woman takes leave at this time, it may cause resurgence of the practice of treating her as an untouchable. Menstrual leave policy may reduce women’s employment, which is already low. It will stigmatise and depict women as weak,” Ms. Chamaraj, in her suggestions, had said.
Speaking to The Hindu, a Chief Medical Officer representing the garment industry highlighted operational challenges. She noted that in garment factories, work is like a relay. “If 50 or 100 women take leave at once, the whole factory will come to a standstill… If leave has to be given, it has to be certified by a gynecologist. Menstrual leave can be misused,” she said.
Karnataka Employers Association members and other officials from the Labour Department also mentioned that five days sick leave is a practical option.
Can be navigated
Sapna S., associate dean and HoD, School of Law, Christ (deemed to be) University and chairperson of the Menstrual Leave Policy Board, said that any law, particularly a new one, will face implementation issues, but can be and should be addressed.
“In female-dominated industries, concerns about multiple employees taking leave can be addressed with flexible options and policies. If discrimination occurs, grievance mechanisms should be available. Law alone is not a panacea, but these initiatives will improve retention and productivity,” she said.
Published – October 10, 2025 11:33 pm IST
