The Karnataka government formally notified the Menstrual Leave Policy, 2025, on 12 November 2025, mandating that women employees aged 18-52 be granted one paid day of leave per month (i.e., up to 12 days annually) for menstrual reasons.
This applies to all women working in establishments registered under labour laws, such as the Factories Act, 1948, the Karnataka Shops and Commercial Establishments Act, 1961, the Plantation Labour Act, 1951, the Beedi and Cigar Workers (Conditions of Employment) Act, 1966, and the Motor Transport Workers Act, 1961.
The official notification of the Menstrual Leave Policy by Karnataka marks a significant step in workplace gender-inclusive policy. If implemented effectively, it promises to address a long-neglected dimension of women’s health in employment and could set a benchmark for other jurisdictions. As with any pioneering policy, success will depend on clarity, compliance and the elimination of stigma.
Key features
- Women employees aged between 18 and 52 years are eligible.
- The leave is paid and counts as part of leave entitlements; one day per month, totalling 12 days annually.
- It covers permanent, contractual and outsourced female employees in the covered establishments.
- No medical certificate is required to avail the leave.
- The leave must be used within the same month—carry-over to subsequent months is not permitted.
- The stated objective: to “enhance health, efficiency and mental well-being” of women workers.
Also read – Dr. Naipal Singh joins PNB Cards & Services as Chief People Officer
The move comes after an expert committee had examined international practices and local conditions, recommending paid menstrual leave for women employees. This policy places Karnataka among the front-runners in India in terms of recognising menstrual health in the workplace with a state-wide paid leave entitlement across public and private sectors. It signals a shift in workplace policy from mere compliance to more gender-sensitive labour welfare.
For many female employees, especially in labour-intensive and industrial sectors, the policy could enhance retention, decrease absenteeism (including unreported absences), and promote well-being.
The policy currently applies to establishments covered under specified Acts; the informal/unregistered sector remains excluded.
Employers in Karnataka must update their leave policies, payroll/HR systems and communications to integrate the new entitlement. The state’s labour department may issue detailed guidelines or circulars for compliance, reporting and enforcement.
Good question. Here’s a comparative look at how other Indian states handle menstrual leave (or related provisions), especially in relation to Karnataka’s new policy.
Comparison: Menstrual Leave Policies in Indian States
Here’s an overview of how menstrual leave works in other Indian states, compared to Karnataka’s newly notified policy.
