Employment Law Newsletter – Karnataka Approves Menstrual Leave Policy: One Paid Day Off per Month for Women Employees in Public and Private Sectors

Overview 

In a significant policy development, the Government of Karnataka approved the menstrual leave policy granting one day of paid leave per month to women employees across both the public and private sectors. 

The Karnataka Cabinet passed the policy on October 9, 2025, following the recommendations of an 18-member expert committee constituted in 2024 to draft the Right of Women to Menstrual Leave and Free Access to Menstrual Health Products Bill. 

With this move, the Government of Karnataka becomes the first to introduce and implement a menstrual leave policy that applies to private sector employees in the State. Given that states such as Maharashtra, Delhi, Telangana, and Andhra Pradesh host very high numbers of internal migrant workers, the Karnataka policy is likely to become a benchmark, pushing other states with large labour inflows to adopt similar measures. 

Key Features of the Policy 

• Coverage: Applies to women employed in government offices, garment units, IT and ITeS companies, multinationals, and other private industrial establishments operating within Karnataka. 

• Leave Entitlement: Provides up to 12 paid menstrual leave days per year, doubling the expert panel’s earlier proposal of six. 

• Implementation Framework: Detailed procedural guidelines, including eligibility, documentation, and integration with existing leave rules, are expected to be notified separately. 

Context and Legal Backdrop 

At present, there is no central legislation mandating menstrual leave across India.
Multiple private member bills introduced in Parliament since 2017 have lapsed, and judicial interventions have been restrained by deference to legislative and executive competence. 

In July 2024, the Supreme Court dismissed a petition seeking nationwide implementation of menstrual leave under the Maternity Benefit Act, 1961, noting that such policy determinations require executive consultation and stakeholder engagement. The Court, however, encouraged the Union Government to consider framing a model policy that states could adapt independently. 

Similar Policies in Other States in India 

Although Karnataka’s measure is the most comprehensive, other States that have undertaken sector-specific initiatives are: 

These developments collectively indicate a state-driven approach in the absence of a national standard, with policies largely fragmented and primarily accessible to public sector employees. Karnataka now emerges as the first State to extend a menstrual leave policy to private sector employees as well. 

Quick International Overview on Menstrual Leave 

Globally, menstrual leave remains an emerging policy area, for instance: 

• Spain became the first European nation in 2023 to provide statutory paid menstrual leave. 

• Portugal followed in 2025, approving three days of paid leave per month for employees with conditions such as endometriosis or adenomyosis. 

• Japan, South Korea, Indonesia, Vietnam, Zambia, the Philippines, and Taiwan also provide for varying forms of menstrual leave under national labour laws. 

• In the United Kingdom, a recent petition urging statutory recognition was declined, with the government stating that no such policy is currently under consideration. 

Implications for Employers 

Karnataka’s policy represents a paradigm shift in workplace welfare regulation. Employers operating in the State will need to: 

1. Review and align internal leave policies to integrate menstrual leave entitlements. 
2. Establish confidential processes for availing such leave, safeguarding employee privacy. 
3. Train HR and managerial personnel to ensure non-discriminatory implementation. 
4. Address policy overlaps with existing medical or wellness leave frameworks to prevent duplication or misuse. 

Given that the detailed notification is awaited, employers should prepare for compliance mapping and policy communication once the final rules are published. 

Looking Ahead 

The Menstrual Leave Policy, 2025 positions Karnataka as a policy frontrunner in advancing menstrual health rights at work. However, key operational questions remain including coverage for unorganised sector workers, treatment of casual or contractual staff, and mechanisms to prevent bias or misuse. 

Future developments in this domain are likely to be shaped by similar policies being adopted by other State Governments in India, where Karnataka’s framework could become a template for other states exploring similar welfare measures. 

Thus, employers should approach implementation through a gender-inclusive lens, combining compliance with cultural sensitivity. 

For further information or assistance in updating workplace policies in light of the Karnataka Menstrual Leave Policy, please contact employmentlaw@legalog.com.