When the Supreme Court of India declined to mandate menstrual leave, my first reaction was not analytical – it was personal. I was in pain, frustrated, and angry. However, as the discussions unfolded on platforms such as Instagram and LinkedIn, I encountered a diverse array of opinions-some advocating for the policy, others opposing it, and several attempting to delve into the root causes of the issue. This encouraged me to set aside my emotional response and examine the situation more critically from a professional social worker’s perspective. What became increasingly evident is that the debate around menstrual leave is not merely about policy acceptance or rejection, but about how deeply cultural conditioning, workplace realities, and socialization shape even women’s own perceptions of such policies.
The Supreme Court expressed concern that legislating menstrual leave as a legal requirement might adversely affect women’s careers and diminish their employment opportunities. Bihar was the pioneer in India, introducing a menstrual leave policy, followed by states such as Odisha, Sikkim, Kerala, and Karnataka. However, these initiatives typically cater to specific categories of women, such as female government employees in Bihar and students in Kerala, thereby excluding various other female employees. Karnataka has taken a notable step by implementing a cross-sector policy that allows women in both the private and public sectors to avail themselves of one paid leave per month without the necessity of a medical certificate. Notably, any unused leave cannot be carried over to the subsequent month. While these policy variations provide useful context, they do not fully explain why even the availability of such provisions does not necessarily translate into their acceptance or utilization. To understand this gap, it is essential to look beyond policy and examine the cultural and structural factors influencing individual responses.
In reviewing international approaches to menstrual leave, Japan emerges as the first country to introduce such a policy; however, many women seldom take advantage of it due to the unpaid nature of the leave and the social stigma surrounding it. In contrast, Spain has been progressive in recognizing menstrual leave as a medical entitlement, albeit with the requirement of a doctor’s certificate. Remarkably, there are countries like Zambia where menstrual leave is culturally accepted without the need for medical documentation. These global patterns suggest that the success of menstrual leave policies is not determined solely by their legal existence, but by the cultural environment in which they operate.
In a recent discussion regarding Karnataka’s menstrual leave policy with a friend employed at a private educational institution, she noted that her organization encourages female employees to utilize menstrual leave only when absolutely necessary. This highlights a critical issue: a mandatory menstrual leave policy might inadvertently penalize women’s workplace participation in contexts lacking trust, understanding, and empathy. In many professional environments, career progression is closely tied to perceptions of reliability and uninterrupted availability. In such contexts, even informal patterns of absence can influence how commitment and competence are evaluated, making the decision to take menstrual leave far more complex than it appears. In such circumstances, a woman may still hesitate to take leave, regardless of the existence of the policy. This underscores a key conflict in the discussion between striving for equality, which focuses on treating everyone the same, and equity, which acknowledges the necessity for support tailored to individual circumstances. In practice, many women may lean towards an equality-based framework, preferring to be treated the same as their male counterparts to avoid being perceived as less capable. However, this often comes at the cost of overlooking genuine biological and health-related needs, raising important questions about whether sameness truly translates to fairness.
To address this issue, rather than a policy-level analysis or intervention, strengthening the micro and mezzo levels is utmost important, as every big change or revolution starts with a small step. At a personal level, how women react to menstrual leave is often influenced by deeply ingrained internal struggles. For some women, a menstrual cycle could be absolutely pain-free and normal like any other day. However, for many, it comes with fatigue, migraines, mood swings, brain fog, nausea, vomiting and sometimes a heavy flow. In such cases, trying to be normal out of fear of being judged for taking leave can have a significant impact on one’s health. Most of the time, it even becomes difficult to predict how one would feel in the upcoming cycle (based on my own experience).
Thus, menstruation transcends mere biology; it’s an experience surrounded by silence, a normalization of discomfort, and the pressure to project strength. Conditions such as Endometriosis and Polycystic Ovary Syndrome affect a significant number of women, with endometriosis impacting approximately 1 in 10 women worldwide, and the prevalence of PCOS in India estimated to be between 8% and 22%-yet the pain is often minimized as simply a normal aspect of life. In this context, the choice to seek accommodations-or to forgo them-often reveals a nuanced mix of personal values, work-related factors, and the wish to avoid being seen as less competent. Thus, resistance to menstrual leave cannot be attributed solely to either fear or mindset; rather, it reflects a complex interaction of internalized expectations, practical workplace concerns, and the anticipation of potential bias.
These personal experiences are significantly connected to the institutional contexts in which they occur. At the mezzo level, educational institutions and workplaces have a crucial influence on how menstruation is perceived and handled. A critical yet often overlooked factor in this discussion is the nature of sex education in India. In many schools, conversations around menstruation are limited to girls, while boys are excluded entirely or disengaged. Additionally, topics related to the reproductive system are frequently rushed through or assigned for self-study, reinforcing discomfort and silence. This early segregation not only normalizes the idea that menstruation is a “private” issue but also creates a lack of awareness among men, which later manifests as limited empathy in workplaces and public discourse. This early social conditioning often carries over into workplace environments where efficiency is valued over well-being, and expressing discomfort may come with unspoken repercussions. Even in companies that establish progressive policies, the lack of open communication can lead to underuse, suggesting that having a policy alone does not ensure its effectiveness.
At the broader societal level, these trends are embedded in wider norms and policy structures. The cultural stigma associated with menstruation, along with deeply rooted gender roles, continues to affect how these topics are viewed in society. It’s crucial to move past stories that depict women merely as victims of disadvantage. Adopting a strengths-based viewpoint shows that many women skilfully navigate these structural barriers and create effective strategies to maintain their involvement in both professional and social environments. Opposition to menstrual leave might not just stem from ignorance or internalized stigma; it could also be a practical response to the current conditions in the workplace. Acknowledging this agency provides a deeper insight into women’s circumstances without diminishing the structural obstacles they encounter.
Simultaneously, an anti-oppressive perspective encourages a thorough evaluation of the systems in which these interactions take place. Work environments, typically organized around continuous productivity, often embody male-centric standards of operation. This results in subtle exclusionary practices where biological differences, though not explicitly recognized, still have significant consequences. Therefore, policies designed to address these disparities must be carefully crafted to avoid unintended consequences. The challenge is to ensure that initiatives intended to assist women do not, unintentionally, reinforce perceptions of lesser capability or contribute to discriminatory hiring and promotion practices. These norms are often invisible and unquestioned, making workplaces appear neutral while systematically overlooking biological realities that do not align with these standards.
The importance of socialization, especially through education, should not be underestimated in this situation. When menstrual health is discussed in a disjointed or exclusive way during critical developmental stages, it fosters a wider culture of silence and discomfort. This not only impacts women’s ability to express their needs but also hampers others’ understanding and empathetic responses. To address these shortcomings, there needs to be a transition toward more inclusive and thorough methods that involve all genders, thus normalizing discussions about menstruation as a collective social issue rather than a separate one.
The conversation surrounding menstrual leave cannot simply be viewed as a matter of support versus opposition. It is influenced by a variety of factors at personal, institutional, and societal levels. To foster more inclusive workplaces, we need to go beyond simple policy solutions and take a comprehensive approach that includes education, flexibility, and protection against discrimination. Viewing menstrual health as part of the wider context of overall well-being, rather than as a separate and unusual issue, can help diminish stigma while allowing for personal choice.
Ultimately, the issue is not just about whether menstrual leave should be required, but also if the cultural and structural frameworks needed for its successful implementation are established. Without addressing stigma, gaps in education, and workplace power dynamics, policy interventions alone may remain underutilized or even counterproductive. In this sense, menstrual leave is not just a policy issue-it is a reflection of how society understands, accommodates, and values women’s lived experiences.
anubhavalahari 