Menstrual leave: could Karnataka’s bold new policy ignite a global workplace rethink? 

India’s Karnataka state has made global headlines this month with a landmark decision to introduce paid menstrual leave for all employees, across both public and private sectors – a move that may reshape international conversations about gender equity and workplace health. 

Under the Menstrual Leave Policy 2025, women working in government offices, multinational companies, IT firms and garment units will be entitled to one paid day of leave per month, totalling up to 12 days a year. The policy is the first of its kind in India to apply universally across industries, doubling the six-day recommendation of an earlier expert report. 

The decision marks a significant cultural and legislative shift in recognising menstrual health as a workplace and rights issue. By framing it as a matter of welfare rather than stigma, Karnataka positions itself at the forefront of progressive employment reform in South Asia. 

Globally, menstrual leave remains rare. Countries including Spain, Japan, South Korea and Portugal have introduced similar provisions, yet uptake and awareness remain uneven. Within the UK, there is no statutory entitlement to menstrual or period pain leave — though some employers have adopted internal policies or flexible working measures to support menstrual health. 

As the debate evolves, questions arise for UK organisations and policymakers alike: 

• Should menstrual health be formally recognised in workplace wellbeing strategy? 
• Could introducing paid menstrual leave improve inclusion, retention and productivity? 
• How can employers balance equality, privacy and practical implementation without creating bias or division? 

Critics argue that such policies risk reinforcing gender stereotypes or placing additional pressure on employers. Advocates, meanwhile, say they help to normalise discussion of women’s health and reduce absenteeism linked to unmanaged symptoms. 

The Karnataka policy still awaits formal notification and faces challenges around confidentiality and fair access, particularly for informal and gig workers. But its adoption sends a powerful message; that menstrual wellbeing belongs not just in health conversations, but in the mainstream of workplace rights and policy. 

As global attention turns toward this Indian initiative, the question for the UK is whether a similar approach could form part of the next frontier in gender-sensitive workplace wellbeing.