Karnataka Becomes First State to Approve One-Day Paid Menstrual Leave for Women

In a landmark decision with nationwide implications, the Karnataka government on Friday approved a new policy mandating one day of paid menstrual leave per month for female employees across all government and private sector establishments. The move, announced late on October 10, 2025, makes Karnataka the first state in India to legislate such a comprehensive benefit, positioning it at the forefront of a global conversation on gender equity and workplace wellness.

The policy, set to take effect from January 1, 2026, has been hailed by women’s rights advocates as a progressive step towards destigmatizing menstruation and acknowledging a biological reality. However, it has also drawn cautious initial reactions from industry bodies, who raise concerns about implementation costs and the potential for unintended consequences on female hiring practices.

Key Facts: The New Policy at a Glance

• Entitlement: One day of paid leave per month, totalling 12 days annually, for all women and transgender individuals who menstruate.
• Applicability: The policy will be legally binding on all government departments, public sector undertakings, private companies, factories, and establishments registered under the Karnataka Shops and Commercial Establishments Act.
• Implementation: No medical certificate will be required to avail the leave. Employees will be expected to inform their reporting manager in advance, similar to existing casual leave protocols.
• Effective Date: The Government Order mandates compliance from January 1, 2026, giving organisations just under three months to amend their HR policies.
• Legal Framework: The policy will be enacted through an amendment to state labour laws, with a special session of the legislative assembly planned for November to pass the requisite bill.

What Happened: A Swift and Decisive Move

The policy was formally approved in a cabinet meeting chaired by Chief Minister Siddaramaiah on Friday afternoon. The announcement was made by the Minister for Women and Child Development, Dr. Jayamala, who described it as a “historic day for gender justice in Karnataka.”

“For too long, women have been forced to choose between their health and their professional obligations, often using their limited sick leave or working through debilitating pain,” said Dr. Jayamala in a press conference held at Vidhana Soudha. “This is not a concession; it is a recognition of biological reality and a crucial step towards creating truly inclusive and productive workplaces. We believe this will improve both wellness and efficiency.”

The decision follows months of consultations with labour unions, feminist organisations, and public health experts. It notably goes further than the existing provision in Bihar, which has offered two days of special leave for government employees since 1992 but does not extend to the private sector. The central government had previously considered a national menstrual leave policy, but a 2017 bill failed to advance in the Lok Sabha amidst sharp debate.

The Ground Reality: Data on Women at Work in Karnataka

Proponents of the policy argue it addresses a tangible, data-backed problem. While Karnataka has a higher-than-average female labour force participation rate (LFPR) compared to the rest of India, significant challenges remain.

1. Labour Force Participation: As of the latest Periodic Labour Force Survey (PLFS) data for 2024-25, Karnataka’s female LFPR stands at 32.7%, higher than the national average of 29.4%. However, this still means over two-thirds of working-age women in the state are not part of the formal workforce.
2. Health-Related Productivity Loss: A 2024 study conducted by the Public Health Foundation of India (PHFI) across Bengaluru and Mysuru found that an estimated 68% of menstruating women in the formal sector reported experiencing “presenteeism”—attending work while unwell and being less productive—due to menstrual symptoms. The study estimated an average of 1.5 workdays per month were impacted per employee.
3. Use of Sick Leave: A survey by a leading HR-tech firm in August 2025 revealed that in Bengaluru’s dominant IT sector, “menstrual-related issues” were the third most common reason cited for single-day sick leave among female employees, accounting for nearly 22% of such leaves.

Industry and Official Responses: A Divided Verdict

The announcement has triggered a wave of reactions, reflecting a deep divide on the policy’s potential impact.

Government and Activist Perspective

Officials and activists have framed the policy as a net positive for the economy. The government’s official statement argues that providing a formal channel for this leave will reduce unscheduled absences and boost overall morale and productivity.

“This is a courageous and necessary policy. By acknowledging the physiological needs of half the workforce, Karnataka is setting a benchmark for the entire country. The argument that it will deter hiring is a red herring; inclusive policies attract and retain talent, they don’t repel it,” said Kavita Ratna, a gender rights activist with the Association for Democratic Reforms, in an interview with The Hindu.

A garment factory worker in Peenya, Bengaluru, who wished to remain anonymous, told a local news channel, “Sometimes the pain is so bad we cannot stand for hours. We either have to take unpaid leave or work in agony. This new rule feels like someone has finally listened to us.”

Industry Concerns

Leaders from the business community, while welcoming the intent, have expressed significant reservations about the practical and financial implications.

The Confederation of Indian Industry (CII) Karnataka chapter released a statement calling for a “phased implementation” and “clearer guidelines.” The primary concerns are:

• Cost Burden: For small and medium-sized enterprises (SMEs) already operating on thin margins, the cost of an additional 12 days of paid leave per female employee could be substantial.
• Operational Disruption: In sectors with high female employment, such as textiles, ITES, and healthcare, coordinating leave could become a logistical challenge.
• Hiring Bias: Several HR heads have privately expressed fears that the policy could inadvertently create a subconscious bias against hiring female candidates, especially for roles where consistent presence is critical.

Nandan Sheth, Chairman of the Federation of Karnataka Chambers of Commerce & Industry (FKCCI), stated, “While we support the well-being of all employees, a one-size-fits-all mandate may not be the optimal solution. We urge the government to engage in further dialogue with industry stakeholders to explore alternative models, such as enhanced flexible work options or designated wellness rooms.”

Empowerment vs. Unintended Risks

Labour economists and sociologists are watching Karnataka’s experiment closely. Dr. Anupama Rao, a professor of Labour Studies at the National Law School of India University, Bengaluru, notes that the success of the policy hinges entirely on its implementation and societal reception.

“On one hand, this is a powerful move that normalizes menstruation and validates women’s health experiences,” she explained via email. “It can foster a more empathetic and supportive work culture. On the other hand, the risk of it being weaponized against women is real. If it leads to women being passed over for promotions or being seen as less reliable, it could backfire, creating a ‘pink ghetto’ where women’s careers stagnate.” (paraphrased from an expert comment).

This mirrors the international debate. While Spain and Japan have national policies, and companies like Zomato and Swiggy have introduced them voluntarily in India, there is no global consensus on whether it helps or hinders long-term gender parity in the workplace.

What to Watch Next

The coming months will be critical. Key developments to monitor include:

1. The Legislative Process: The passage of the amendment bill in the November assembly session will be the first major hurdle.
2. Industry Lobbying: Business groups are expected to lobby heavily for modifications, such as making the policy optional or state-subsidized for smaller businesses.
3. Judicial Challenges: The policy may face legal challenges from industry bodies on the grounds of imposing an unreasonable financial burden.
4. The Domino Effect: Other opposition-ruled states, such as Kerala and Tamil Nadu, may feel political pressure to follow Karnataka’s lead.

Karnataka’s decision to mandate paid menstrual leave is a bold social and economic experiment. It is a definitive statement on gender equity that pushes India into a complex but necessary conversation. While hailed as a victory for women’s rights, its journey from a government order to a functional, equitable workplace reality will be fraught with challenges. The entire nation will be watching to see if this pioneering move empowers women or inadvertently creates new barriers in their professional paths.