Menstruation Time Off
In the early 20th century, a progressive move was made in a Keralan school, where period leave was permitted for students [1]. Fast forward to the present day, and menstrual leave has gained popularity as more nations and businesses consider implementing it.
The policy, which allows women to take paid or unpaid leave from work due to uncomfortable menstrual symptoms, is becoming increasingly recognized as a workplace issue. In recent years, several businesses in India, including Zomato, Swiggy, and Byjus, have adopted menstrual leave policies [2].
The petition filed with the Supreme Court noted the existence of menstrual leave policies in countries like Wales, the United Kingdom, and Portugal [1]. Portugal, in particular, enacted a law in April 2025, allowing women diagnosed with endometriosis or adenomyosis up to three days of paid menstrual leave per month with no wage loss [3].
However, the implementation and availability of menstrual leave policies vary globally. In Spain, the first nation in Europe to provide paid menstrual leave, employees have a monthly right to three days, which can be increased to five [4]. In Japan, employers are prohibited from asking women going through difficult menstrual times to work, according to Article 68 of labor law [5].
In Asia, countries such as Japan, South Korea, and China, to some extent, provide or are moving toward paid menstrual leave [1]. China has had policies since the 1990s recommending one or two days of menstrual leave for women with severe symptoms if diagnosed by a hospital. However, this leave is currently not mandated by national labor law but is only included in government guidelines and departmental regulations [4].
Meanwhile, in Zambia, menstrual leave has been formally recognized, joining countries like Japan and South Korea that have established legal menstrual leave policies, though details on exact duration vary [5]. In the Philippines, employees are allowed two days of menstrual leave each month [1].
In India, a 2022 bill proposes up to three days of paid leave, and public interest litigation is underway to include menstrual leave for students and workers. However, as of mid-2025, no uniform policy is yet mandated countrywide [2]. Bihar and Kerala are the only state governments in India to grant women menstrual leave [6].
In Taiwan, a Gender Equality in Employment Act allows employees to request one day off on period leave for half of their regular pay, with a maximum of three leaves per year [7]. Zambia has established Mother's Day as a day of unpaid leave that does not require a justification or a medical certificate [8].
According to Time, 621 employees at Zomato have taken more than 2,000 days of leave since the policy's implementation [9]. As the trend shows, the recognition of menstrual health as a workplace issue is growing, but implementation faces legal, social, and medical challenges in many regions [1][2][4][5].
References:
- Menstrual leave: The history, the benefits, and the controversy
- India debates menstrual leave policy as women's health becomes a workplace issue
- Portugal becomes first European country to introduce paid menstrual leave
- Menstrual leave in China: A history and current status
- Menstrual leave: A global issue
- Bihar, Kerala are only Indian states to grant menstrual leave to women workers
- Taiwan's gender equality in employment act: A comprehensive guide
- Zambia: Mother's Day is a day of unpaid leave for women
- Zomato's menstrual leave policy: An analysis
The recognition of menstrual health as a workplace issue is increasing, evident in the implementation of menstrual leave policies in various countries, such as Portugal, which offers up to three days of paid leave per month for women with endometriosis or adenomyosis (Portugal, 2025). Simultaneously, the health and wellness sector, including women's health issues, has gained significant attention in science and discussions [1, 3]. Furthermore, some businesses in India, such as Zomato, Swiggy, and Byjus, have embraced menstrual leave policies, aligning with the emphasis on science and the well-being of women employees [2].