Indian women have come a long way. Once hesitant to ask for sanitary pads at a chemist’s shop, they now discuss menstruation openly, not just at home but also at work. The topic, once taboo, is now broached even in the presence of male family members or colleagues. This progress begs the question: ‘Why do some feminists argue that menstrual leave contradicts the fight for equal opportunities?’
Despite the newfound openness, menstruation remains a curse for many working women, particularly those suffering from endometriosis or polycystic ovarian syndrome (PCOS). In February 2023, the Supreme Court of India declined to hear a petition seeking menstrual leave for students and working women, deeming it a policy issue rather than a judicial one. In July 2024, the Court again stated that mandatory menstrual leave could result in fewer women being hired, suggesting that the Centre should develop a model policy in consultation with states and other stakeholders.
The Supreme Court’s stance—that menstrual leave may lead to fewer women being employed— is worrisome. This reflects a broader concern that menstrual leave could increase gender-based discrimination at work.
The argument against menstrual leave is often based on flawed comparisons. If a male employee suffering from kidney stones takes sick leave, it is seen as reasonable. Yet, if he objects to a female colleague taking leave for period pain, he must understand that his kidney does not produce painful stones every month. While he can opt for medication or surgery, a woman suffering from menstrual cramps cannot choose to have her uterus or ovaries removed.
Gone are the days when women in joint families could take five days off household work during their period. Today, professional women juggle careers and home responsibilities, with little time for themselves. This ‘me’ time is now a rare commodity, divided among spouse, children, parents and friends. Despite these challenges, women excel at work. A Michael Page study shows that 57 per cent of women in India use artificial intelligence in their jobs, compared to 43 per cent of men. Hence proved, that women are certainly keeping pace with changing times.
Progressive employers recognise the strengths of women. According to the Deloitte Women @ Work 2024 report, 75 per cent of women in supportive organisations are highly productive, 74 per cent report good physical health, 71 per cent are motivated, and 71 per cent feel a sense of belonging. These organisations understand that keeping women comfortable and healthy benefits everyone.
Some employers argue that providing free period products is better than granting paid menstrual leave. However, the prevalence of PCOS among Indian women is high, and many women experience excruciating pain during their periods, especially on the first day or two. Even painkillers offer little relief. A day off to recover should not be seen as too high a price to pay. After all, employees get days off to celebrate festivals. Why not allow women a day off to deal with period pain and discomfort? It would be a way to celebrate womanhood. Work does not stop when women take this leave, and they return more productive than their male counterparts.
Imagine if all working women suffering from cramps and heavy bleeding decided to quit the workforce. The loss to India Inc. would be monumental. Studies show that women outperform men in clarity, innovation, support and meticulousness. A Gallup study suggests that individuals working for female managers are six percentage points more engaged than those with male managers. Here lies a case for more women in leadership. Women leaders too are not exempt from the challenges of menstruation.
Japanese employers have been granting paid menstrual leave since 1947. Women in Korea have had the right to a day off for menstruation for two decades. Yet, India lags behind. Bihar and Kerala are exceptions, having offered menstrual leave for some time. Other states should follow their example.
Feminists concerned about equal opportunities must recognise that biological differences do not equate to inequality. Menstruation is not a handicap but a natural process. Just as maternity leave exists for the greater good of society, menstrual leave should be acknowledged for the well-being of women and, by extension, the health of the nation.
A woman in pain will eventually take sick leave, amounting to at least 12 days of absence annually. This impacts productivity and may lead to dissatisfaction with the employer. Such disappointment can erode loyalty and result in the loss of valuable employees.
Healthy menstrual policies ensure that women are comfortable and can contribute effectively. According to the World Health Organisation, 10 per cent of women are affected by endometriosis. Women with uterine fibroids or PCOS endure significant pain and policies must affirm that menstrual discomfort is a reality.
Spain allows three days of menstrual leave per month, extendable to five with a doctor’s note. Indonesian women can take two days, while Taiwanese women get one day off each month at half pay. Vietnamese women enjoy three days of menstrual leave and a daily 30-minute break during their cycle. While the policies vary, they all empower women to decide what works best for them.
Concerns about misuse of menstrual leave are unfounded. By that logic, there is no guarantee a male employee on paternity leave will spend time with his newborn. He may very well decide to take a solo vacation. Such fears should not obstruct the implementation of a supportive policy.
India needs to acknowledge that menstrual leave policies make workplaces safer and more supportive for women. Well-rested women are more productive. Seven years ago, a survey in the Netherlands found that 80.7 per cent of employers reported productivity loss due to menstrual symptoms, and 13.8 per cent reported absenteeism.
A woman working through menstrual cramps is less productive. Officially allowing absenteeism is more sensible than accepting presenteeism, where an employee is present but not productive.
It would be wrong to assume that menstrual leave is anti-feminist. It is a necessary policy for recognising biological differences and supporting women’s health, ultimately benefiting employers and society as a whole.
2 Comments
Agree that it is not anti feminist. When Maternity Benefit leave increased also heard some sort of apprehensions that women employment becomes less etc. However, I believe it did not come true. However, maternity leave can be expected, but do not think menstrual cycle can not be expected, as it varies normally to my knowledge. In this case also, proper planning may be required in anticipation of absence. We are working with uncertainities of work in case of accidents etc., so this may not be difficult.
@Liji; Your article, with data, is very articulative. A very good read.