“I just want to stay in bed, wear pyjamas, and not have to explain myself.” That’s what one woman told Sanjana Jogani Kejriwal, Director at HR and Recruitment Agency, Job Insight, when asked what she expected from a workplace period leave policy.
And honestly, who can blame her?
Research shows a whopping 89% of people who menstruate have experienced anxiety or stress at work due to their period. Periods are not a ‘personal problem’ when they follow you into the office, interrupt your meetings, affect your concentration, and make sitting through an eight-hour workday feel like a marathon (more about the impact of period irritation here). And yet, despite 1 in 3 workers experiencing them, most offices operate as though periods don’t exist.
But times are shifting—slowly, unevenly, but visibly. Across India, companies are experimenting with policies that accommodate menstruation, whether it’s a day off, work-from-home (WFH) flexibility, or just a stocked bathroom with sanitary pads and painkillers. These moves are long overdue. But are they enough? And are they even the right approach?
This Women’s Equality Day, let’s unpack what inclusive period policies look like and the complex conversations they stir.
The Period Leave Policy Landscape: What’s Already Out There?
Seven countries have implemented menstrual leave in some form: Japan, South Korea, Taiwan, Indonesia, Vietnam, Zambia, and most recently, Spain. Spain’s 2023 law allows up to three days of leave per month for painful periods, with a doctor’s note. Meanwhile, in Vietnam, women get financial incentives when they don’t take menstrual leave, raising questions about financial coercion and choice.
But at home? It’s a mixed bag. In 1992, Bihar became the first state to grant period leave to women employees in government roles. In 2023, Kerala extended it to female students in state universities. But a nationwide law? Still pending. The Menstruation Benefit Bill, introduced in Parliament in 2018 and again more recently, proposes two days of paid menstrual leave per month for employees and students. It hasn’t passed.
The Supreme Court recently dismissed a petition to mandate menstrual leave, warning that it might lead to hiring discrimination. Former Union Women and Child Development Minister Smriti Irani echoed that sentiment, stating that menstruation shouldn’t be treated as a “handicap.”
And sure, menstruation should not be treated like a handicap, but it can be debilitating. Vidya, a 29-year-old professional from Mumbai, said, “When I have cramps, I’m constantly restless. I cannot sleep, I cannot sit, I don’t know what to do because it just hurts so bad. There’s no way I can take a train and travel to work, or even sit in one place and focus on doing what I’m supposed to do. So I prefer working from home because then, at least I can take that half an hour break or manage work in a way that I don’t have to constantly be at my desk for eight hours.” This level of pain experienced by so many women can impact their relationship with their work and workplace, especially when systems like period leave or a WFH policy are not in place to support them.
Isha, a 28-year-old professional from Mumbai adds another layer to this–the layer of guilt,“On days when I get my periods, I’m in so much pain that my productivity is lower. A few times, I do take a WFH day, but I feel guilty about taking it because there isn’t a policy around it. So even when I’m in pain, I take a painkiller, and still try to show up to work.” She also adds, “I know it’s not something you should feel guilty about, and I wouldn’t feel as guilt if an official policy was in place.”
While the law drags its feet, some Indian companies are leading the way.
In 2020, Zomato made headlines by announcing a formal menstrual leave policy that granted up to 10 days of leave per year. Their bold, public-facing communication made the policy a talking point across corporate India. It was one of the first big Indian brands to normalise the conversation around periods in the workplace.
Shortly after, their biggest competitor Swiggy followed suit. They granted two-day leaves every month, even offering menstrual leave to their delivery agents—a rare move in support of gig workers. Byju’s, Magzter, Orient Electric, Culture Machine are some others that have a period leave or flexible WFH policies.
These early adopters are not just offering time off, they’re testing what inclusive policy design looks like.
So, What Do Inclusive Period Policies Look Like?
There’s no one-size-fits-all.
Shamal M from the People & Culture Team at The Good Bug explains that their solution was simple: a once-a-month WFH day specifically for menstruation. “They don’t need to tell us why, just a message saying they’re availing it. It’s about trust,” she says. The flexibility matters more than the label. And it’s working: around 90% of the women on the team use it.
Others, like Teach For India, have resisted codifying a ‘period leave’ for now. Instead, they’ve built a trust-based ecosystem. “We don’t want to over-monitor,” says Shruti Parekh, their HR Director. “You have the flexibility to step away when needed. We give dignity to your privacy.”
In all the interviews for this article, that word kept coming up: dignity.
These policies are less about a “day off” and more about agency. Can you choose when and how to care for your body without having to justify it? Can you feel safe asking for what you need?
But There Are Trade-offs
The moment you make period policies official, you trigger tough questions.
“What if people misuse it?”
“Won’t this make women less hireable?”
“Doesn’t this reinforce that women are weak?”
These concerns aren’t unfounded. Divya Shah Nandi, Founder and CEO of SortedHat, an HR Advisory and Analytics firm, points out, “The biggest resistance isn’t about whether period pain is real. It’s always about trust—’How do I know they won’t misuse it?’” Especially in traditional companies, where there’s a fear of setting a precedent that opens the door to absenteeism and laxity.
Most people experience, at the very least, mild discomfort during their period, but does that warrant leave? More importantly, does that person even want a leave?
Lakshmi, a 40-year-old professional in Mumbai said, “I don’t think I’ve ever felt the need to take a day off or work from home because of my period. Maybe once or twice when I was younger, and my periods were heavier and cramps were worse. But I didn’t because it was never an option. Maybe if it had been, I would’ve used it and been more comfortable and productive.”
If you draw the line on a very unique and variable experience, you risk turning an inclusive policy exclusionary. If you don’t, you risk abuse. How can you tell a woman that her period isn’t tough enough for her to avail of period leave? You can’t.
Lakshmi adds, “What’s the line between needing and not needing period leave? If I have a cold and someone else is in hospital – does that mean I don’t need my casual leave? Just because I can do a day’s work and survive? If period leave is available to me, it’s not abuse to avail it. But I like my job, and I work hard. I don’t think that would change if my office started a period leave policy.”
A work-from-home policy seems to have emerged as a middle ground. Shamal shares, “We wanted to offer meaningful support without creating a perception of inequality. So we introduced a dedicated WFH day for menstruation. That way they’re still working, just from home. It’s not about enforcing rules, it’s about offering comfort and trust.”
Others worry about reinforcing stigma. If people know you’re on period leave, are you more likely to be excluded from critical meetings, or whispered about behind your back?
The Personal Politics of Period Leave
Despite the rise in awareness, there’s a critical emotional and social barrier: telling a male manager you’re on your period. Divya explains, “If someone has a male manager, they don’t necessarily take their period leave because they don’t want to say it.”
Others fear being labelled dramatic or lazy. There’s a deep-seated concern that taking period leave might trigger eye-rolls or even resentment: “Oh, she’s just PMSing.” And while policies may exist, if you feel awkward using them, are they truly inclusive?
The data is telling: 48% of menstruating employees say there’s a stigma around periods at work, according to a study conducted in England. That stigma leads to silence. Nearly half never tell their managers why they’ve taken a sick day, even when the pain is debilitating, according to CIPD research.
And this silence isn’t harmless. It breeds shame, dismissiveness, and even ridicule. One in 10 women surveyed had faced derogatory comments like “she must be on the rag.” Menstrual stigma in the workplace is still very real, and it’s costing women not just their comfort, but sometimes their careers. According to a study called Bloody Good Period, 25% of women say that time they have had to take off due to their period has impacted their career progression.
The Policy Isn’t the Point. Culture Is.
Ultimately, what matters is the environment. You can have a generous leave policy and still make menstruating employees feel ashamed. Or you can have no policy but a deeply empathetic culture that respects individual needs.
Divya says it best: “Menstrual policies are a cultural signal. They say: we see you. We trust you. We don’t treat your biology as a liability.”
And that signal matters. Because only 7% of workplaces in the UK offer period-specific support (CIPD). In India, that number is likely even lower because – and here’s the elephant in the room – period leave only serves those who have formal employment. According to the Press Information Bureau, over 83% of India’s workforce is part of the unorganised sector. That’s about 43.99 crore people, contributing 45% of India’s GDP. We’re talking about street vendors, construction workers, domestic help, and gig workers, most of these women have no access to paid leave, let alone menstrual accommodations. Many don’t even have access to clean toilets.
That’s why people like Shruti are wary of rigid menstrual-leave policies. “We work in low-income communities. Just having a hygienic, private toilet in government schools where our fellows are placed is something we insist on if an organisation wants to partner with us—that’s non-negotiable.”
So What’s the Right Way Forward?
Let’s break it down…
Arguments For Period Leave
- Acknowledge real pain: Up to 15-25% of people experience moderate to severe cramps. Conditions like PCOS, PMDD, and endometriosis can make menstruation disabling.
- Reduce stigma: Making periods visible in policy helps normalize them.
- Boost productivity: Rest leads to focus. Employees do better when they aren’t in pain.
- Signals empathy and trust: Policies like these attract and retain diverse talent.
- Not just about a day off: It’s about feeling supported enough to do your best work.
Arguments Against Period Leave
- Reinforces stereotypes: Suggests that women are less capable or need “special treatment.”
- Hiring discrimination: Employers might see people who menstruate as a liability.
- Misuse fears: Since not every woman needs or wants period leave personally, or might need it occasionally but not every time, there’s concern the policy may be abused. How do you prevent these women from using their period leave when they don’t need it?
- Awkward disclosure: Employees may feel compelled to reveal personal information.
- Exclusionary: Ignores the unorganised sector, where most women work.
The Middle Ground? (Which is Sort of Where We Are)
- Trust-based Flexibility: Allow WFH or time-off without micro-monitoring or requiring explanations.
- Privacy and Dignity: Don’t force people to declare “I’m on my period” to justify time away.
- Universal Design: Offer access to sanitary products and rest spaces at the office for anyone who menstruates—women, trans men, and non-binary people.
- Culture Over Policy: Train managers. Normalise conversations. Make period inclusivity part of your DEI framework.
- Avoid Tokenism: Don’t stop at urban offices. Period-leave inclusion has to reach the informal sector, rural women, and blue-collar workers, too.
The Future Is Not Just About Leave. It’s About Listening.
Conversations about menstrual leave often approach the policy like it’s a binary: for or against. But most people who menstruate aren’t even asking for a day off. They’re asking to be believed. To not feel gross for walking into the boardroom with a heating pad under their shirt. To not be whispered about when they go to the bathroom too often. To not have to lie to their boss because they’re too embarrassed to say “I have cramps.”
Equity doesn’t mean treating everyone the same. It means recognising that some bodies bleed every month. And that shouldn’t make us less hireable, less capable, or less respected.
Sanjana says she’s seen the morale boost that can result from this kind of recognition firsthand. “When we introduced period WFH at one company, people were thrilled. It wasn’t even about using the leave. It was the acknowledgement—that someone cared enough to put it in writing.”
Divya sums it up, “If your bodies aren’t equal, your policies shouldn’t be either.”
