Karnataka menstrual leave gets court nod after hotel association complains, know how it helps women at work india news

Last updated:December 03, 2025, 17:29 IST

Countries like Japan, South Korea, Indonesia and Zambia offer menstrual leave, and Karnataka now puts India among the few countries to recognize it in labor policy.

In a move that sparked both applause and debate, the Karnataka government yesterday approved fixed monthly monthly leave for women employees. The decision comes after the Bengaluru Hotel Association filed a petition in the High Court, arguing that private company owners should have the freedom to decide whether to grant menstrual leave or not, especially since the state has not yet implemented it for government employees.

The policy is a watershed moment in India’s labor law landscape, raising questions about women’s workplace rights, employer responsibilities and how other states can follow Karnataka.

What does the policy say?

Women aged 18-52 in government, private and outsourced employment are now entitled to one paid day off per month for menstruation. key points:

• Leave must be utilized within the month and cannot be extended.
• No medical certificate or disclosure is required.
• Employers must integrate menstrual leave into existing payroll and attendance systems.

In theory, the policy simplifies access while protecting privacy, but implementation raises operational questions, particularly in private firms and industries with strict attendance requirements.

Why are hotels and private employers challenging this?

The Bengaluru Hotels Association (BHA) argues that mandating menstrual leave is a violation of management discretion, arguing that private employers should have the right to decide whether to provide such leave to ensure operational continuity. Her High Court petition also points out that the state government has not yet implemented menstrual leave for its employees, raising questions about fairness and consistency. This ongoing legal tussle could set an important national precedent that will determine whether menstrual leave will remain optional for private companies or develop into a legally enforceable right.

How will women take advantage of this holiday?

Human resources departments should update leave policies and internal systems. Women employees can now:

• Apply for leave without explanation or medical proof.
• Use it once per month, consistent with the cycle.
• Ensure the payroll system processes paid leave correctly without impacting other entitlements.

For businesses, this means careful planning for staffing and integration into existing leave management frameworks.

What does this mean for India’s labor law framework?

Currently, India’s labor laws, including the Factories Act, Shops and Establishments Act and the Payment of Wages Act, do not specifically recognize menstrual leave. Karnataka’s new policy could set a precedent for other states to introduce similar provisions, potentially sparking a nationwide conversation on gender-sensitive workplace practices.

It may also require amendments to HR compliance standards to formally include menstrual leave as an entitlement. However, experts warn that mandatory leave must be accompanied by strong anti-discrimination safeguards, as there is a risk that employers might otherwise prefer to hire men rather than women of reproductive age, which would inadvertently reduce workplace equality.

Global comparison: Is India joining the trend?

Countries such as Japan, South Korea, Indonesia and Zambia have implemented menstrual leave, but the duration varies. Karnataka puts India with a small group of countries recognizing menstruation in labor policy, signaling a shift towards workplace inclusivity.

As the technology and services hub of India, Bengaluru is a testing ground for large-scale policy implementation in both the government and private sectors. Success here could demonstrate that menstrual leave can co-exist with productivity and operational efficiency, which would provide a blueprint for other metros like Mumbai, Delhi and Chennai.

Karnataka’s decision highlights the tension between progressive workplace policy and practical implementation. The High Court petition outlines the legal, social and economic challenges of mandating menstrual leave, especially in private enterprises. If successfully implemented, the policy can:

• Improving workplace inclusivity and recognizing women’s health needs.
• Encourage other states to adopt similar measures, creating a ripple effect across the country.
• Bring India closer to global standards on gender-sensitive employment practices.

But the ultimate test will be effective enforcement, employer compliance and avoiding unintended bias against female employees.

Karnataka’s menstrual leave policy is more than a statutory provision, it is a potential cultural shift, challenging India’s labor structure and signaling that women’s health and dignity may finally take center stage in workplace law.