Overview of mental health problems and menstrual leave in the workplace
Menstruation and health issues around menstruation are quite common but can considerably affect the working life of women. Though menstruation is regarded as a normal, integral part of life, and despite the prevalence of health challenges related to menstruation, these problems often remain silent and taboo in the workplace. It has been found that approximately 49 per cent of employees are most likely to not inform their manager regarding the reasons for their absence from work when it is related to their menstrual cycle.
The prevalence of this taboo is associated with the wider societal perspectives around menstrual health issues and menstrual stigma, along with the lack of efficient menstrual health provisions and policies. Around two-third (67 per cent) of employers are found to be lacking effective support in the aspect of offering menstrual leave.
Offering proper support in the working environment can allow the employees to feel valued and dignity and protect them from embarrassment. In this regard, offering menstrual leave can facilitate the enhancement of engagement performance and attendance of women in the workplace and allow them to remain absent when it is really required of them. Concerning this, the government of Karnataka is planning to introduce a proposal regarding the offering of six days of paid menstrual leave for female workers each year.
Employees from both the public and private sectors are subjected to obtain this benefit under this proposal. For this purpose, the government of the state has appointed a committee involving 18 members to prepare a preliminary draft bill which is titled “The Right of Women to Menstrual Leave and Free Access to Menstrual Health Products”. If the bill is approved, Karnataka will become the fourth state in India to implement such leave after Bihar, Kerala and Odisha.
The current scenario in Karnataka regarding the implementation of menstrual leave
The objective of introducing the proposed bill is to ensure the improvement of the work-life balance of female workers through the navigation of the emotional and physical issues they confront during menstruation. The government appointed an 18-member committee directed by Sapna S, a professor at Christ University, who is working on this subject matter to further progress the implementation process. According to the statement of the Labour Minister of Karnataka, Santosh Lad, the review process of the proposal is ongoing while a meeting has already been scheduled with the members of the specified committee.
This effort intends to facilitate female workers in the context of addressing the emotional and physical troubles of working during the time of menstruation. As per their requirement, the females can apply for the specified six-day period leave age, making the process more flexible. Lad also added the consideration of this policy is not only to become progressive, but also there are multiple aspects behind the integration of this policy, such as the several problems experienced by women, particularly after marriage or having children.
The current state of menstrual leave policies
Global perspectives
Till now, menstrual leave policies have been enacted in several countries across the world, including Japan, China, Taiwan, South Korea, Mexico, Zambia and Indonesia. For example, the government of Japan introduced the national policy in the year of 1947 after the recommendations given by the American Occupation Forces regarding the offering of days off to women during menstruation. The menstrual leave policy of Japan empowers women to take leave in case it becomes difficult for them to perform work due to the physical distress related to menstruation. However, it was not mentioned in the policy regarding the number of menstrual leave days as well as the nature of leave in terms of paid or unpaid.
In addition to that, many professional firms are found to be leveraging menstrual leave which includes Victorian Women’s Trust (Australia), Coexist (UK), Gozoop (India), and Culture Machine (India). However, due to the less availability of public data and lack of publicly accessible information on human resource policies and procedures, it is quite challenging to gain a detailed understanding of the implementation process of these policies and the level of extent to which these leaves are utilised by women.
Indian perspectives
From the perspective of India, it has been observed that till now, only three states, including Bihar, Kerala and Odisha, have implemented the menstrual leave policy, while Karnataka is in the process of introducing it. This year, 2024, on Independence Day, the Odisha government enacted a one-day menstrual leave policy for female workers in both the public and private sectors, which can be claimed by the women workers on either the first or second day of their menstrual cycle.
On January 19, 2023, the Chief Minister of Kerala, Pinarayi Vijayan was also found to be announcing the offering of period leave to female students in all the state institutions and universities, while female students over 18 are also eligible for maternity leave up to 60 days. On the other hand, Bihar opted for this policy in the year of 1992, according to which women workers are granted two days of paid period leave in every month. And now Karnataka, as the fourth state in India, is going to integrate such initiatives to promote the well-being of the females in the workplace.
Once again, Kerala sets a model for the nation. Menstrual and maternity leaves will be granted to female students of all institutions under our Department of Higher Education, reaffirming LDF Government's commitment to realising a gender just society.@unwomenchief @UN_Women
— Pinarayi Vijayan (@pinarayivijayan) January 19, 2023Period leave policies have also been incorporated by some of the private organisations in India, like Zomato. Since 2020, all working females, including transgender people in Zomato, are eligible for paid period leave of up to 10 days per year. Regarding this, Deepinder, the founder and CEO of Zomato, has said, issuing a note that they are committed to developing a culture of truth, trust and acceptance and ensuring the space to the biological needs while maintaining the quality of their work.
However, only one paid period leave is entitled in every period cycle for the women in Zomato. Period leave in India among private firms was first introduced by Culture Machine and Gozoop in 2017, which are two Mumbai-based organizations. Moreover, BYJU’s and Swiggy are also found to have similar kinds of policies.
Advantages of paid period leave for women
Health outcomes and wellbeing
Menstruation is often accountable for causing emotional distress as well as physical discomfort like bloating and cramps. If paid leaves are offered for this purpose, then female workers can provide attention to their health to navigate the symptoms without any penalties.
Increased productivity and retention
It has been evident that period leave can contribute towards the improvement of the productivity of female workers by facilitating them to manage their menstruation efficiently and avoid involvement in work activities during times of discomfort. Therefore, it also leads to a higher retention rate of the employees. According to the IMF, the GDP of India can be increased by 27 per cent due to the equal participation of female representatives in the workforce and accountable for the addition of 700 billion US dollars to the GDP of the country by 2025. In this way, the emphasis on gender equality and economic growth can be given simultaneously.
Inclusivity and gender gap in the workplace
The period left can normalise menstruation through the reduction of stigma and the promotion of open discussion regarding menstrual health issues. This can increase women’s participation in organisations as it ensures the reduction of the gender pay gap caused by menstruation.
Debate related to menstrual leave
The subject matter of period leaves is associated with a lot of debates. While the supporters provide their arguments that period leave policy is accountable for developing a diverse and inclusive work culture, the justification of opponents is that it can demotivate the recruiters to employ female representatives. According to the Supreme Court, both the state and central government should be involved in formulating period leave policies for working females as well as female students. Furthermore, many youngsters and women professionals in Bengaluru have mentioned this initiative of the government as one of the much-needed moves.
However, as per the opinion of Smriti Irani, the former Union Women and Child Development Minister, which was provided during December 2023 in response to the similar plan, the period is a natural procedure, and therefore, it should not be recognized as a disability for which specific leaves are required. Showing concerns in this matter, Irani said that equal opportunities for females may be prohibited by such types of policies. From the business point of view, it is reported that businesses, particularly small and medium-scale organizations, may face operational challenges due to the introduction of period leaves.
Further recommendations
Promote literacy on menstrual health
It is important to have high quality information among the employees, employers and medical professionals regarding menstrual health as well as their fruitful treatment options. In this regard, the government and organizations should conduct public awareness campaigns to enhance menstrual health literacy.
Support the adoption of a menstrual leave policy.
Period leave can be incentivised by the government by offering tax exemptions to the firms leveraging it as well as by promoting gender-neutral leave policies for all workers. Government aid could also be provided to the companies through Direct Benefit Transfer (DBT) to cover the period leave costs.
Build flexible working circumstances
The organisations can also offer flexible work arrangements, including work from home or sufficient rest breaks, to the female workers suffering from menstruation rather than providing full-day leave. This can ensure the well-being of the working women as well as the maintenance of smooth workflow in the businesses.
FAQ
Which Indian states have currently implemented a menstrual leave policy?
From the perspective of India, it has been observed that till now, only three states, including Bihar, Kerala and Odisha, have implemented the menstrual leave policy, while Karnataka is in the process of introducing it.
Which private organizations in India have first introduced the period leave policy?
Period leave in India among private firms was first introduced by Culture Machine and Gozoop in 2017, which are two Mumbai-based organisations.
What are some global countries where period leave exists?
Till now, menstrual leave policies have been enacted in several countries across the world, including Japan, China, Taiwan, South Korea, Mexico, Zambia and Indonesia.
What is the progress in Karnataka in implementing paid period leave?
The government of Karnataka has appointed a committee involving 18 members to prepare a preliminary draft bill which is titled “The Right of Women to Menstrual Leave and Free Access to Menstrual Health Products” to consider the offering of paid period leaves.
What is the objective of introducing the period leave policy in Karnataka?
The objective of introducing a period leave policy is to ensure the improvement of the work-life balance of female workers through the navigation of the emotional and physical issues they confront during menstruation.
