The Growing Demand For Women’s Menstruation Leave: An Indian And International Perspective On Employment Dynamics And Gender Equality
- IJLLR Journal
- Jul 2
- 2 min read
By Rapti Singh, B.A. LL.B (Hons.), S.S. Khanna Girl’s Degree College, Prayagraj, A Constituent College, University of Allahabad
ABSTRACT
The growing demand for menstrual leave reflects important questions about workplace fairness, women's health, and gender equality. This paper examines how different countries handle menstrual leave policies and explores attitudes in India, where painful menstruation affects 20–30% of women. Countries like Japan (1947), Zambia, and Spain (2023) have established national menstrual leave laws, whereas India has only state-level policies in place in Bihar and Kerala. Some Indian companies, such as Zomato and Byju's, have introduced their policies, resulting in 30% better female employee retention rates.
We surveyed 110 people in India about their views on menstrual leave. The results show strong support: 86% want paid menstrual leave (preferably 2–3 days per month), and 85% believe it should be separate from regular sick leave. However, 92% said their current workplace doesn't offer this benefit.
People cited improved health (71%) and productivity as main benefits, but worried about practical challenges like preventing misuse (33%) and potential discrimination against women. International data shows that countries with mandatory menstrual leave sometimes see 5–8% fewer women being hired, suggesting these policies might backfire.
Supporters argue that menstrual leave promotes dignity and inclusion, especially since 81.8% of women in India's informal work sector lack basic menstrual hygiene facilities. Spain's successful model, where the government pays for the leave and 30–50% of eligible women use it, shows that well-designed policies can work.
The research reveals a tension between supporting women's health needs and avoiding policies that might hurt their job prospects. Effective menstrual leave policies need multiple approaches: preventing discrimination, offering flexible work options, and reducing stigma around menstruation.
For India, policies must include informal workers (90% of working women) and connect to broader gender equality goals. The key is balancing women's biological needs with fair employment practices that don't create new barriers to hiring women.
Keywords: menstrual leave, workplace equality, women's health, employment policy, India
