Karnataka’s KSRTC grants one paid menstrual leave day monthly to women employees from January 2026, boosting inclusivity without medical proof.
The Karnataka State Road Transport Corporation (KSRTC) has formally adopted the state government’s directive, providing one paid day of menstrual leave per month for female employees aged 18 to 52, starting January 1, 2026.
This initiative spans KSRTC and three other corporationz-Bangalore Metropolitan Transport Corporation (BMTC), North Western Karnataka Road Transport Corporation (NWKRTC), and Kalyana Karnataka Road Transport Corporation (KKRTC)-impacting thousands of women in roles like drivers and conductors.
No medical certificate is required, but the leave must be taken within the same month and cannot be carried over or merged with casual or other leaves, ensuring streamlined administration via existing casual leave approval processes.
Separate entries in attendance registers will track usage, promoting transparency while addressing menstrual health challenges often faced in demanding transport jobs. Labour Minister Santosh S. Lad described it as a “historic and exemplary step toward women’s empowerment, setting a model for the entire country,” crediting
Chief Minister Siddaramaiah’s leadership. This policy responds to long-standing calls for workplace empathy, humanising support for women who constitute a significant portion of frontline transport staff.
Stakeholder Reactions
Female employees have welcomed the move, viewing it as recognition of biological realities that affect productivity and well-being. One unnamed conductor shared in media reports that such provisions could reduce absenteeism from untreated discomfort, allowing better focus on duties.
Unions representing transport workers echoed this, noting it aligns with broader demands for gender-sensitive policies in public sector roles.
Industry groups initially challenged the mandate via the Karnataka High Court, citing operational disruptions, leading to a temporary stay in early December 2025.
However, the court later allowed implementation for public entities like KSRTC, balancing concerns with public welfare. Officials from the Labour Department emphasised that the policy fosters inclusivity without burdening employers unduly, as it equates to just 12 paid days annually.
Historical Context
Karnataka pioneered this in India, approving menstrual leave on October 8, 2025, initially for private establishments under the Factories Act, Shops and Establishments Act, and allied laws.
The cabinet, under CM Siddaramaiah, cleared 12 annual paid leaves after advocacy from women’s groups and health experts highlighting menstrual stigma’s impact. Extensions followed swiftly-to government employees by December 3 and now transport corporations-despite cross-state teams studying feasibility.
A High Court petition by the Bangalore Hotels Association prompted the stay, arguing vagueness and potential misuse, but proceedings clarified scope for non-industrial sectors.
Nationally, this builds on sporadic pilots, like Bihar’s 2023 student policy, amid global trends in countries like Japan and Spain. In Karnataka, it addresses urban-rural divides, where rural transport women often lack such support.
Broader Implications
This step advances workplace health awareness, potentially reducing healthcare costs and boosting retention among women, who form 20-25% of KSRTC’s workforce per estimates.
Experts note menstrual issues affect 80% of women monthly, often leading to unrecorded sick days; formal leave normalises this without stigma.
For transport firms, it signals progressive governance, possibly inspiring private bus operators.
Challenges remain, including awareness campaigns and monitoring to prevent misuse, as flagged by officials. Yet, it exemplifies policy evolution through dialogue, incorporating feedback from petitions and unions. Comparative data from early adopters shows improved morale and equity.
The Logical Indian’s Perspective
The Logical Indian celebrates KSRTC’s policy as a beacon of empathy, dismantling taboos and nurturing harmony in diverse workplaces.
By prioritising women’s health, it promotes coexistence and kindness, urging nationwide replication with stakeholder input for sustainable change.
