Karnataka has enacted a historic menstrual leave policy granting women employees one paid day of leave per month, covering both government and private sectors. Announced by Chief Minister Siddaramaiah in 2025, the policy applies broadly to women working in government offices, garment and textile industries, IT firms, multinational corporations, and small to medium enterprises.
Under the “Menstrual Leave Policy, 2025,” women employees are entitled to one paid menstrual leave day every month, amounting to 12 paid leaves annually. This pioneering policy aims to support over 50 lakh women workers by recognising menstrual health as a fundamental workplace right, fostering a humane, inclusive, and stigma-free work environment. Other Indian states also have some provisions for menstrual leave.
Bihar’s Menstrual Leave Policy: The Pioneer in India
Bihar was one of the earliest states to introduce menstrual leave, launching its policy in 1992. Women government and contractual employees in Bihar are entitled to two days of paid menstrual leave every month.
This long-standing provision makes Bihar a pioneer in acknowledging menstrual health as a legitimate workplace concern within the public sector. The policy aims to accommodate women through the physical discomfort that menstruation may cause while promoting sustained participation in the workforce.
Odisha’s Menstrual Leave: Focus on Rest and Recovery
Odisha’s menstrual leave policy, implemented in October 2024, provides women government employees up to age 55 with 12 paid days annually (one per month, restricted to the first or second day of the cycle), integrated as additional casual leave over and above the standard 15 days, bringing women’s total to 27 days versus 15 for men, with private sector adoption encouraged but voluntary and focused on reducing stigma through government guidelines requiring advance notice.
A key shortcoming is its limited mandatory scope to the government sector only, which Karnataka’s 2025 policy fulfills by extending enforcement to private employers with penalties for non-compliance, ensuring broader coverage for over 60 lakh women across industries.
Initial reports from August 15, 2024, announcements stated the policy would extend to private sector women, but the October notification formalized it only for government employees, leaving private adoption voluntary without enforcement.
Kerala’s Approach: Menstrual Leave for Students
Kerala has extended menstrual leave provisions primarily to female students in state-run higher education institutions and Industrial Training Institutes (ITIs). The policy grants menstrual leave to students rather than broadly targeting workplace employees. This approach aims to nurture health-conscious attitudes and normalise conversations about menstruation from an early age, fostering inclusive and empathetic education environments.
Introduced in January 2023 by the Higher Education Department, primarily targets female students in state-run universities and affiliated institutions, granting up to 3 days per month (or as needed) with an attendance relaxation from 75% to 73%. This was extended in 2024 to female trainees in Industrial Training Institutes (ITIs) with 2 days per month.
Sikkim’s Limited Menstrual Leave Policies
Sikkim has introduced menstrual leave policies in certain official domains such as the High Court and university sectors. Female employees in the High Court registry may take two to three days of menstrual leave monthly upon medical recommendation.
Sikkim University offers one day of menstrual leave per month for female students and staff. Though limited in scope, these policies reflect increasing awareness of menstrual health’s significance in institutional settings.
Why Karnataka’s Policy Is Historic
Karnataka’s 2025 Menstrual Leave Policy is historic for introducing a comprehensive and enforceable menstrual leave mandate covering both public and private sectors, including garment factories, IT firms, and multinational corporations. It grants 12 paid menstrual leave days annually, significantly broadening coverage compared to other states that restrict leave mainly to government roles or educational institutions.
The policy’s inclusion of penalties for employers who deny leave or discriminate against menstruating employees ensures strong legal enforceability. Karnataka’s law sets a pioneering example of gender-sensitive labour reform in India, promoting empathy, dignity, and inclusivity in diverse workplaces.
This policy marks a cultural shift, recognising menstrual health as an essential workplace consideration rather than a private issue. By reducing stigma, improving women’s well-being, and enhancing productivity, Karnataka paves the way for other states and private employers to institutionalise menstrual health support and inspire social progress on gender equity.
The Logical Indian’s Perspective
The Logical Indian warmly welcomes Karnataka’s visionary menstrual leave policy as a progressive step that elevates women’s health and dignity in the workplace.
The policy reflects our ethos of kindness, empathy, and coexistence by fostering work environments that support physical and mental wellbeing equitably. Karnataka’s pioneering legislation challenges taboos around menstruation, encouraging other states and corporations to adopt similar inclusive practices.
