Karnataka Notifies One Paid Menstrual Leave Per Month

Karnataka government has formally notified the Menstrual Leave Policy 2025, becoming the first state in India to legally mandate a paid menstrual leave policy that extends uniformly across both the public and organized private sectors.

The new rule grants all eligible working women one day of paid leave per month, totaling 12 days annually. 

This recognizes menstrual health as a legitimate workplace concern rather than a personal inconvenience

The order, issued by the State’s Labour Department on November 12, 2025, is hailed as a watershed moment for women’s rights and workplace equality, setting a new national precedent for gender-sensitive labour reforms.

A Pan-Sectoral Mandate for Health and Dignity

Crucially, Karnataka’s policy moves beyond the precedents set by a few other Indian states (like Bihar, Kerala, and Odisha) which largely restricted such benefits to government employees or educational settings.

This pan-sectoral approach ensures equitable coverage across the state’s massive workforce.

The policy applies to all working women in the age group of 18 to 52 years. These are women who are engaged in permanent, contractual, and outsourced jobs.

Establishments covered under the mandate include:

• Factories Act, 1948
• Karnataka Shops and Commercial Establishments Act, 1961 (which notably covers the burgeoning IT, ITES firms, and multinational companies)
• Plantation Workers Act, 1951
• Beedi and Cigar Workers (Conditions of Employment) Act, 1966
• Motor Transport Workers Act, 1961

This broad coverage is estimated to benefit millions of women workers, including those in the large garment manufacturing sector, making Karnataka a leader in institutionalizing menstrual health in formal workspaces.

Paid Menstrual Leave: Key Provisions and Implementation Rules

The government order (GO) provides clear administrative guidelines to facilitate swift implementation and reduce friction between employees and employers:

1. Paid Entitlement: Women employees are entitled to 12 days of paid leave annually, available at the rate of one day per month.
2. No Medical Certificate Required: To uphold dignity and privacy, the order explicitly states that employees are not required to submit any medical certificate. This applies when availing the monthly menstrual leave.
3. No Carry-Over Clause: The leave must be utilized within the same month it is allotted and cannot be carried forward to the subsequent month.

The policy stems from recommendations made by an expert committee, which initially proposed six days of annual leave.

Following extensive consultations, including feedback from 26 employers who backed the proposal, the Labour Department upgraded the provision to 12 days.

This occurred before the state cabinet’s final approval in October 2025.

Rationale: Boosting Efficiency and Well-being

The state government has strongly justified the measure as a necessary step.

This step is intended to enhance women employees’ health, mental well-being, efficiency, and workplace performance.

Labour Department officials have stressed that by formalizing this leave, the state is shifting the perception of menstruation.

The perception is changing from a personal inconvenience to a legitimate workplace health concern.

The move will help destigmatize menstruation and encourage a more supportive and inclusive work environment.

This is anticipated to lead to higher female workforce participation and reduced absenteeism due to discomfort.

Paid Menstrual Leave: Progressive Step, Yet Gaps Remain

While the policy has been widely welcomed by unions and women’s rights activists as a “historic and progressive step,” concerns have been raised regarding its scope.

The current Government Order, by applying only to workplaces covered under specific labour acts, excludes a vast section of the workforce.

This excluded segment is the unorganized workforce.

Labour leaders, including the convener of the Karnataka Domestic Workers’ Union, have urged the government to immediately amend the policy.

This amendment should include women engaged in domestic work, agricultural labour, and construction.

Additionally, scheme-based workers such as Anganwadi workers and Accredited Social Health Activists (ASHAs) are also currently not covered under the GO’s provisions.

Some stakeholders have also questioned the strict age limit of 52 years, arguing that menopausal age varies among women.

They believe a more flexible criterion would ensure the policy remains inclusive for all who require it.

Union representatives also continue to advocate for the policy to be formalized through a comprehensive State Legislation.

They argue that a law provides stronger safeguards and enforcement mechanisms than a Government Order.

The implementation phase will be critical in determining the true success of this landmark reform.

This is particularly true for ensuring non-discrimination in hiring and promotions against women who utilize this leave.

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