{"id":11840,"date":"2025-08-14T10:34:33","date_gmt":"2025-08-14T05:04:33","guid":{"rendered":"https:\/\/nuawoman.com\/blog\/?p=11840"},"modified":"2025-08-21T18:56:05","modified_gmt":"2025-08-21T13:26:05","slug":"bleeding-at-work-how-period-leave-policies-are-reshaping-office-culture","status":"publish","type":"post","link":"https:\/\/nuawoman.com\/blog\/bleeding-at-work-how-period-leave-policies-are-reshaping-office-culture\/","title":{"rendered":"Bleeding at Work: How Period Leave Policies Are Reshaping Office Culture"},"content":{"rendered":"

\u201cI just want to stay in bed, wear pyjamas, and not have to explain myself.\u201d\u00a0That\u2019s 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.\u00a0<\/span><\/p>\n

And honestly, who can blame her?<\/span><\/p>\n

Research<\/span><\/a> shows a whopping 89% of people who menstruate have experienced anxiety or stress at work due to their period. Periods are not a \u2018personal problem\u2019 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<\/a>). And yet, despite 1 in 3 workers experiencing them, most offices operate as though periods don\u2019t exist.\u00a0<\/span><\/p>\n

But times are shifting\u2014slowly, unevenly, but visibly. Across India, companies are experimenting with policies that accommodate menstruation, whether it\u2019s 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?<\/span><\/p>\n

This Women’s Equality Day, let\u2019s unpack what inclusive period policies look like and the complex conversations they stir.<\/span><\/p>\n

The Period Leave Policy Landscape: What\u2019s Already Out There?<\/b><\/h2>\n

Seven countries have implemented menstrual leave in some form:\u00a0Japan, South Korea, Taiwan, Indonesia, Vietnam, Zambia, and most recently, Spain. Spain\u2019s 2023 law allows up to three days of leave per month for painful periods, with a doctor\u2019s note. Meanwhile, in Vietnam, women get financial incentives when they don\u2019t take menstrual leave, raising questions about financial coercion and choice.<\/span><\/p>\n

But at home? It\u2019s 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\u00a0Menstruation 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.<\/span><\/p>\n

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.”<\/span><\/p>\n

And sure, menstruation should not be treated like a handicap, but it can be debilitating. Vidya, a 29-year-old professional from Mumbai, said, \u201cWhen I have cramps, I\u2019m constantly restless. I cannot sleep, I cannot sit, I don\u2019t know what to do because it just hurts so bad. There\u2019s 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.\u201d 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.<\/span><\/p>\n

Isha, a 28-year-old professional from Mumbai adds another layer to this\u2013the layer of guilt,\u201cOn 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.\u201d She also adds, \u201cI know it’s not something you should feel guilty about, and I wouldn’t feel as guilt if an official policy was in place.\u201d<\/span><\/p>\n

While the law drags its feet, some Indian companies are leading the way.<\/b><\/h2>\n

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.<\/span><\/p>\n

Shortly after, their biggest competitor Swiggy followed suit. They granted two-day leaves every month, even offering menstrual leave to their delivery agents\u2014a rare move in support of gig workers. Byju\u2019s, Magzter, Orient Electric, Culture Machine are some others that have a period leave or flexible WFH policies.<\/span><\/p>\n

These early adopters are not just offering time off, they\u2019re testing what inclusive policy design looks like.<\/span><\/p>\n

So, What Do Inclusive Period Policies Look Like?<\/b><\/h2>\n

There\u2019s no one-size-fits-all.\u00a0<\/span><\/p>\n

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. \u201cThey don\u2019t need to tell us why, just a message saying they\u2019re availing it. It\u2019s about trust,\u201d she says. The flexibility matters more than the label. And it\u2019s working: around 90% of the women on the team use it.<\/span><\/p>\n

Others, like\u00a0Teach For India, have resisted codifying a \u2018period leave\u2019 for now. Instead, they\u2019ve built a trust-based ecosystem. \u201cWe don’t want to over-monitor,\u201d says Shruti Parekh, their HR Director. \u201cYou have the flexibility to step away when needed. We give dignity to your privacy.\u201d<\/span><\/p>\n

In all the interviews for this article, that word kept coming up<\/span>:<\/span>\u00a0<\/span>dignity<\/span><\/i>.<\/span><\/p>\n

These policies are less about a \u201cday off\u201d 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?<\/span><\/p>\n

But There Are Trade-offs<\/b><\/h2>\n

The moment you make period policies official, you trigger tough questions.<\/span><\/p>\n

\u201cWhat if people misuse it?\u201d<\/span>
\n<\/span>\u201cWon\u2019t this make women less hireable?\u201d<\/span>
\n<\/span>\u201cDoesn\u2019t this reinforce that women are weak?\u201d<\/span><\/p>\n

These concerns aren\u2019t unfounded. Divya Shah Nandi, Founder and CEO of SortedHat, an HR Advisory and Analytics firm, points out, \u201cThe biggest resistance isn\u2019t about whether period pain is real. It\u2019s always about trust\u2014’How do I know they won\u2019t misuse it?’\u201d Especially in traditional companies, where there\u2019s a fear of setting a precedent that opens the door to absenteeism and laxity.<\/span><\/p>\n

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?<\/span><\/p>\n

Lakshmi, a 40-year-old professional in Mumbai said,<\/span> \u201c<\/span>I don\u2019t think I\u2019ve 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\u2019t because it was never an option. Maybe if it had been, I would\u2019ve used it and been more comfortable and productive.\u201d<\/span><\/p>\n

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.<\/span><\/p>\n

Lakshmi adds, \u201cWhat\u2019s the line between needing and not needing period leave? If I have a cold and someone else is in hospital \u2013 does that mean I don\u2019t need my casual leave? Just because I can do a day\u2019s work and survive? If period leave is available to me, it\u2019s not abuse to avail it. But I like my job, and I work hard. I don\u2019t think that would change if my office started a period leave policy.\u201d<\/span><\/p>\n

A work-from-home policy seems to have emerged as a middle ground. Shamal shares, \u201cWe 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\u2019s not about enforcing rules, it\u2019s about offering comfort and trust.\u201d<\/span><\/p>\n

Others worry about reinforcing stigma. If people know you\u2019re on period leave, are you more likely to be excluded from critical meetings, or whispered about behind your back?<\/span><\/p>\n

The Personal Politics of Period Leave<\/b><\/h2>\n

Despite the rise in awareness, there\u2019s a critical emotional and social barrier:\u00a0telling a male manager you’re on your period. Divya explains, “If someone has a male manager, they don\u2019t necessarily take their period leave because they don\u2019t want to say it.”<\/span><\/p>\n

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\u2019s just PMSing.” And while policies may exist, if you feel awkward using them, are they truly inclusive?<\/span><\/p>\n

The <\/span>data<\/span><\/a> is telling: 48% of menstruating employees say there\u2019s 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\u2019ve taken a sick day, even when the pain is debilitating, according to <\/span>CIPD<\/span><\/a> research.<\/span><\/p>\n

And this silence isn\u2019t harmless. It breeds shame, dismissiveness, and even ridicule. One in 10 women surveyed had faced derogatory comments like \u201cshe must be on the rag.\u201d 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 <\/span>study<\/span><\/a> 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.<\/span><\/p>\n

The Policy Isn\u2019t the Point. Culture Is.<\/b><\/h2>\n

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.<\/span><\/p>\n

Divya says it best: \u201cMenstrual policies are a cultural signal. They say: we see you. We trust you. We don\u2019t treat your biology as a liability.\u201d<\/span><\/p>\n

And that signal matters. Because only 7% of workplaces in the UK offer period-specific support (<\/span>CIPD<\/span><\/a>). In India, that number is likely even lower because \u2013 and here\u2019s the elephant in the room – period leave only serves those who have formal employment.\u00a0According to <\/span>the Press Information Bureau<\/span><\/a>, over\u00a083% of India\u2019s workforce is part of the unorganised sector. That’s about\u00a043.99 crore people, contributing\u00a045% of India\u2019s 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\u2019t even have access to clean toilets.<\/span><\/p>\n

That\u2019s why people like Shruti are wary of rigid menstrual-leave policies. \u201cWe work in low-income communities. Just\u00a0having\u00a0a hygienic, private toilet in government schools where our fellows are placed is something we insist on if an organisation wants to partner with us\u2014that\u2019s non-negotiable.\u201d\u00a0<\/span><\/p>\n

So What\u2019s the Right Way Forward?<\/b><\/h2>\n

Let\u2019s break it down\u2026<\/span><\/p>\n

Arguments For Period Leave<\/b><\/h3>\n
    \n
  • Acknowledge real pain<\/b>: Up to 15-25% of people experience moderate to severe cramps. Conditions like PCOS, PMDD, and endometriosis can make menstruation disabling.<\/span><\/li>\n
  • Reduce stigma<\/b>: Making periods visible in policy helps normalize them.<\/span><\/li>\n
  • Boost productivity<\/b>: Rest leads to focus. Employees do better when they aren\u2019t in pain.<\/span><\/li>\n
  • Signals empathy and trust<\/b>: Policies like these attract and retain diverse talent.<\/span><\/li>\n
  • Not just about a day off<\/b>: It\u2019s about feeling supported enough to do your best work.<\/span><\/li>\n<\/ul>\n

    Arguments Against Period Leave<\/b><\/h3>\n
      \n
    • Reinforces stereotypes<\/b>: Suggests that women are less capable or need “special treatment.”<\/span><\/li>\n
    • Hiring discrimination<\/b>: Employers might see people who menstruate as a liability.<\/span><\/li>\n
    • Misuse fears<\/b>: 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?<\/span><\/li>\n
    • Awkward disclosure<\/b>: Employees may feel compelled to reveal personal information.<\/span><\/li>\n
    • Exclusionary<\/b>: Ignores the unorganised sector, where most women work.<\/span><\/li>\n<\/ul>\n

      The Middle Ground? (Which is Sort of Where We Are)<\/b><\/h3>\n
        \n
      • Trust-based Flexibility<\/b>: Allow WFH or time-off without micro-monitoring or requiring explanations.<\/span><\/li>\n
      • Privacy and Dignity<\/b>: Don\u2019t force people to declare \u201cI\u2019m on my period\u201d to justify time away.<\/span><\/li>\n
      • Universal Design<\/b>: Offer access to sanitary products and rest spaces at the office for\u00a0<\/span>anyone<\/span><\/i>\u00a0who menstruates\u2014women, trans men, and non-binary people.<\/span><\/li>\n
      • Culture Over Policy<\/b>: Train managers. Normalise conversations. Make period inclusivity part of your DEI framework.<\/span><\/li>\n
      • Avoid Tokenism<\/b>: Don\u2019t stop at urban offices. Period-leave inclusion has to reach the informal sector, rural women, and blue-collar workers, too.<\/span><\/li>\n<\/ul>\n

        The Future Is Not Just About Leave. It\u2019s About Listening.<\/b><\/h2>\n

        Conversations about menstrual leave often approach the policy like it’s a binary:\u00a0for or against. But most people who menstruate aren\u2019t even asking for a day off. They\u2019re 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\u2019re too embarrassed to say \u201cI have cramps.\u201d<\/span><\/p>\n

        Equity doesn\u2019t mean treating everyone the same. It means recognising that some bodies bleed every month. And that shouldn\u2019t make us less hireable, less capable, or less respected.<\/span><\/p>\n

        Sanjana says she\u2019s seen the morale boost that can result from this kind of recognition firsthand. \u201cWhen we introduced period WFH at one company, people were thrilled. It wasn\u2019t even about\u00a0using\u00a0the leave. It was the acknowledgement\u2014that someone cared enough to put it in writing.\u201d<\/span><\/p>\n

        Divya sums it up, \u201cIf your bodies aren\u2019t equal, your policies shouldn\u2019t be either.\u201d<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

        \u201cI just want to stay in bed, wear pyjamas, and not have to explain myself.\u201d\u00a0That\u2019s what one woman told Sanjana…<\/p>\n","protected":false},"author":130,"featured_media":11842,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_editorskit_title_hidden":false,"_editorskit_reading_time":0,"_editorskit_typography_data":[],"_editorskit_blocks_typography":"","_editorskit_is_block_options_detached":false,"_editorskit_block_options_position":"{}","footnotes":""},"categories":[221,702],"tags":[70,69],"amp_enabled":true,"_links":{"self":[{"href":"https:\/\/nuawoman.com\/blog\/wp-json\/wp\/v2\/posts\/11840"}],"collection":[{"href":"https:\/\/nuawoman.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/nuawoman.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/nuawoman.com\/blog\/wp-json\/wp\/v2\/users\/130"}],"replies":[{"embeddable":true,"href":"https:\/\/nuawoman.com\/blog\/wp-json\/wp\/v2\/comments?post=11840"}],"version-history":[{"count":2,"href":"https:\/\/nuawoman.com\/blog\/wp-json\/wp\/v2\/posts\/11840\/revisions"}],"predecessor-version":[{"id":11855,"href":"https:\/\/nuawoman.com\/blog\/wp-json\/wp\/v2\/posts\/11840\/revisions\/11855"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/nuawoman.com\/blog\/wp-json\/wp\/v2\/media\/11842"}],"wp:attachment":[{"href":"https:\/\/nuawoman.com\/blog\/wp-json\/wp\/v2\/media?parent=11840"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/nuawoman.com\/blog\/wp-json\/wp\/v2\/categories?post=11840"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/nuawoman.com\/blog\/wp-json\/wp\/v2\/tags?post=11840"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}