In 2025, the Government of Karnataka made history by becoming one of the first Indian states to introduce a comprehensive Menstrual Leave Policy, 2025 (“the Policy”) applicable across both public and private sectors. Approved by the state cabinet in October 2025, the Policy entitles women employees to one paid day of menstrual leave per month, totalling twelve paid leaves per year. The Policy is applicable to women between the ages of 18 and 52 years, and extends to establishments registered under the Factories Act, 1948, the Plantations Labour Act, 1951, the Beedi and Cigar Workers (Conditions of Employment) Act, 1966, and the Motor Transport Workers Act, 1961 and the Karnataka Shops and Commercial Establishments Act, 1961.
A forward step towards employee welfare
This initiative marks a major shift in workplace policy by formally acknowledging menstrual health as a legitimate component of employee welfare. Until the implementation of the Policy, the concept of menstrual leave in India existed largely as a voluntary benefit offered by a few progressive employers rather than as a statutory right. Karnataka’s move transforms what was once a discretionary gesture into a legally recognised entitlement, setting a national precedent towards a progressive and gender inclusive workplace.
The journey towards the Policy was shaped by ongoing discussions around gender equity and workplace inclusivity. Initially, the Karnataka government had considered granting six days of paid menstrual leave annually, but after internal deliberations and consultations with industry stakeholders, the proposal was expanded to allow one day of leave per month, totalling to twelve days each year. With this step, Karnataka positioned itself as a pioneer in recognising menstrual health as a workplace concern that warrants structured policy intervention rather than informal accommodation.
The Policy
Under the new framework, eligible employees are allowed to avail one paid day of leave per menstrual cycle without the need for a medical certificate or other supporting documentation. The leave must be taken within the same month and cannot be carried forward, accumulated, or encashed. The purpose of the said condition is to ensure that the benefit of menstrual leave is utilised as a genuine health and welfare measure and is not accumulated by the employees to be utilised as per their convenience. The one-day menstrual leave is in addition to other forms of statutory leave such as earned, casual, or sick leave.
The Policy makes it clear that the one day paid leave per month is to be granted to all permanent/ contract/ outsourced women (between the ages 18 to 52 years) during their menstrual cycle, subject to a maximum of twelve leaves per year. The said requirement will ensure that the benefit is largely available to all women working in such establishments, irrespective of the manner of their engagement/employment.
The Policy’s significance lies not only in its scope but also in its symbolic importance. By introducing a uniform entitlement applicable to both government and private sector employees, the state government has elevated the discourse around menstrual health from a private or taboo subject to a mainstream labour rights issue. The Policy aligns with India’s broader movement toward gender-responsive governance, emphasising that equality at the workplace involves addressing biological realities in a fair and dignified manner.
The said initiative by the Karnataka Government draws inspiration from earlier efforts by a few Indian states and global precedents. Odisha, for instance, was among the first States in India to introduce menstrual leave for the state government’s women employees, granting one day of leave per month. More recently, Kerala introduced menstrual leave for female students in government educational institutions and ITIs. However, these initiatives were either confined to the government sector or applied only to specific categories of employees. The Policy stands out because it applies across all sectors, including private establishments, making it one of the most comprehensive and inclusive menstrual leave frameworks in India.
Globally, menstrual leave policies have existed in countries such as Japan, Indonesia, South Korea, and Spain, though their implementation varies widely. Karnataka’s approach aligns with contemporary global standards that advocate for menstrual equity, the idea that menstruation should not disadvantage individuals in professional, educational, or social spheres. In that sense, this Policy is not merely a welfare measure but part of a broader cultural and social shift toward recognising menstrual health and associated challenges as a component of human rights and workplace dignity.
Implementation and associated challenges
Despite its progressive vision, the Policy’s successful implementation will depend on its execution at the organisational level. Private companies, particularly in sectors such as commercial establishments and manufacturing, will need to update their HR systems, amend their internal leave policies, and train managers and HR personnel to handle menstrual leave requests with sensitivity. There is also a potential challenge of stigma and discomfort being associated with availing menstrual leave, which employers will need to manage through awareness-building and gender-sensitisation programs.
Critics of menstrual leave policies have argued in the past that such measures could unintentionally reinforce gender stereotypes or discourage employers from hiring women. However, the implementation of the Policy is largely seen as a welcoming move across society, with a focus on making the workplace more employee welfare-oriented.
In conclusion, the Karnataka Menstrual Leave Policy, 2025, represents a watershed moment in India’s evolving labour and social welfare landscape. It bridges the gap between health, equality, and productivity, reaffirming the principle that workplaces must adapt to the diverse physiological and emotional realities and challenges of their workforce. The Policy’s recognition of menstrual health as an intrinsic part of employee well-being is both progressive and pragmatic. If implemented effectively, Karnataka’s example could serve as a model for other Indian states, signalling a new chapter in the country’s pursuit of inclusive and equitable employment standards.
While the Policy continues to be in effect, the initiative has come under judicial scrutiny before the Karnataka High Court (“Court”). On December 9, 2025, the Court, while hearing the petitions filed by Bangalore Hotels Association and Avirata Connectivity Systems against the implementation of the Policy, had granted an interim stay on the mandatory menstrual leave for women employees. However, in an unexpected turn of events, the Court recalled the interim order on the same day, allowing the Policy to remain in effect.
During the proceedings, the State Government defended the policy, characterising it as a welfare-driven measure intended to enhance women’s health, dignity, and workplace equity. The Government also informed the Court that it is exploring the possibility of introducing formal legislation to give the Policy statutory backing. The matter remains sub judice, and the forthcoming hearings are expected to play a pivotal role in shaping the trajectory of gender-responsive labour reforms in India. Accordingly, while employers are obligated to extend menstrual leaves to eligible women employees, employers should keep a close track on the judicial developments in this space before any formal and binding policy changes are made.
It also remains to be seen if other states will follow Karnataka’s lead in implementing menstrual leave or adopt a wait-and-watch approach in light of the recent judicial development.