What's in The News?
The state of Karnataka has introduced one of India’s most progressive workplace welfare reforms, the Karnataka Menstrual Leave Policy, offering 12 days of paid menstrual leave annually to eligible women employees.
Implemented through Government Order No. KAI 466 LET 2023, this is the “First Statewide Mandate of its Kind” in the country.
While the move is widely seen as a major step toward women’s health, dignity, and productivity, it also brings new compliance responsibilities for HR teams and employers. This guide explains everything HR leaders need to know, from eligibility and monthly leave rules to compliance and reporting requirements.
What the Karnataka Menstrual Leave Policy Includes?
The policy applies to women employees aged 18 to 52 years, across sectors covered under major labor legislations including the Factories Act and the Shops and Commercial Establishments Act.
Here are the key provisions of the Karnataka Menstrual Leave Policy:
| Policy Feature | Details |
|---|---|
| Annual Leave Entitlement | 12 days of paid menstrual leave per year |
| Monthly Usage Rule | Maximum of 1 day per month can be availed |
| No Carryover | Leave cannot be carried forward, transferred, or clubbed across months |
| Medical Certificate Requirement | Not required; leave can be availed without documentation |
| Applicability | Permanent employees, Contract employees, Outsourced employees |
Why Karnataka Introduced Menstrual Leave Policy?
The state government’s decision is based on expert consultation, health-centric recommendations, and public feedback, where 56 out of 75 respondents supported the introduction of menstrual leave.
The goals behind bringing the Karnataka Menstrual Leave Policy include:
- Supporting women’s physical and mental well-being
- Reducing workplace stigma
- Enhancing participation in daily productive activities
- Aligning with global best practices in women-centric labor reforms
Get to know the meaning and definition of the Maternity Benefit Act.
Why The New Menstrual Policy Needs HR’s Attention?
Although the policy sounds simple, it introduces new compliance complexities:
1. Accurate Monthly Quota Enforcement
HR must ensure:
- No employee avails more than 1 day per month
- Total annual usage does not exceed 12 days
2. Preventing Carryover
Since carryover is prohibited, systems must automatically:
- Reset balances every month
- Prevent employees from applying for unused past-month leave
3. Transparent Leave Tracking
Audit-proof data is essential, as employers may be required to demonstrate adherence to:
- Monthly entitlement
- No-carryover rule
- Paid leave status
4. Integration With Payroll
Since the leave is fully paid, payroll teams must:
- Ensure leave deducted is marked as “paid” in the Payroll Software
- Avoid any salary deductions
- Maintain accurate month-wise records
What HR Teams Should Do About the Menstrual Leave Policy?
To maintain compliance with the Menstrual Leave Policy, organizations should:
1. Update Leave Policies Internally
Include a dedicated “Menstrual Leave” category that reflects:
- Monthly entitlement
- Annual limit
- No-carryover structure
- Eligibility conditions
2. Train HR, Managers, and Reporting Authorities
Ensure complete clarity on:
- Who is eligible
- How approvals should be handled
- What documentation (if any) is required
3. Update Leave and Payroll Systems
Manual tracking increases the risk of errors. Organizations should ensure their HR software or processes can manage:
- Monthly auto-resets
- Preventing duplicate usage
- Smooth payroll sync
4. Communicate the Policy Transparently
Send an internal communication that:
- Explains the entitlement
- Highlights the monthly structure
- Reassures employees about confidentiality
Understand the intricacies of Maternity Leave Policy in India.
A Progressive Step Toward Workplace Well-Being
Karnataka Menstrual Leave Policy is a landmark move that places women’s health at the forefront of workforce reforms. For employers, the responsibility now lies in implementing the policy correctly, transparently, and without bias. Thus, ensuring every woman employee receives this benefit with dignity.
Learn about the Latest Minimum Wages in Karnataka.
How Zimyo HRMS Can Help in Ensuring Leave Policy Compliance?
To simplify compliance with the Karnataka Menstrual Leave Policy, Zimyo HR Software offers automated leave configuration, monthly rule enforcement, payroll integration, and accurate audit-ready reporting. If you’re looking to implement the new policy easily, Zimyo can help align the entire leave management process.
Conclusion
Karnataka’s Menstrual Leave Policy is a progressive step toward healthier and more inclusive workplaces. With clear rules on entitlement, monthly usage, and eligibility, the policy calls for accurate tracking and responsible implementation. For HR teams, the focus is simple: follow compliance, stay organized, and ensure women employees receive the support the law guarantees.
Frequently Asked Questions (FAQs)
Which states in India currently have period / menstrual leave policies?
Karnataka recently introduced a paid menstrual leave policy covering women employees across both government and private sectors. Other states that have had period-leave or menstrual-leave policies include Kerala, Odisha, and Bihar.
Is there any law for menstrual leave?
India does not have a nationwide menstrual leave law yet. However, certain states and organizations have implemented their own policies. Karnataka is the first state to officially introduce a statewide paid Menstrual Leave Policy, granting one paid day per month (12 days a year). Some other states like Bihar have long offered menstrual leave to women government employees, and Kerala recently introduced menstrual and maternity-related leave for students. At the national level, menstrual leave is still a policy choice, not a statutory requirement under central labor laws.
What is the leave policy for employees in Karnataka?
Under the policy, all eligible women employees are entitled to one paid menstrual leave per month, totalling 12 days per year. The leave applies to permanent, contract, and outsourced women employees aged 18 to 52 years. The policy covers women working in establishments registered under the applicable labour laws (like the Factories Act, Shops & Commercial Establishments Act, among others), across public and private sectors, including offices, industries, factories, IT/garment firms, etc. Unused menstrual leave cannot be carried over or accumulated; leave must be used within the month it is granted. No medical certificate or documentation is required to avail the leave.
Is the House Bill 6728 the menstruation leave act?
House Bill 6728 (HB 6728) is a proposed legislation in the Philippines, not in India, that seeks to provide a monthly “menstruation leave” benefit to female employees. Therefore, HB 6728 is not an Indian law and does not apply to states like Karnataka or the rest of India. In India, there is no nationwide law mandating paid menstrual leave. The status of menstrual leave is governed either by state-level policies (where implemented) or individual employer policies, not by central labor law. In short: HB 6728 is a Philippine bill seeking to establish menstruation leave, it is not the “menstrual leave act” for India.
What is a menstrual leave policy?
A menstrual leave policy is a workplace provision that allows women employees to take paid or unpaid leave during their menstrual cycle. The purpose of this leave is to support employees who experience discomfort, pain, or reduced productivity during menstruation.
Typically, a menstrual leave policy includes details such as:
- number of leave days allowed
- whether the leave is paid or unpaid
- monthly or annual limits
- eligibility criteria
- documentation requirements (if any)
Many organizations and a few state governments offer menstrual leave as part of their employee wellness and gender-inclusive policies. India does not have a national law for menstrual leave, but states like Karnataka and Bihar have implemented their own guidelines.
Is a period a valid reason to leave work?
Yes, a period can be a valid reason to take leave from work, especially for employees who experience severe menstrual pain, cramps, fatigue, or discomfort that affects their ability to work productively. Many workplaces recognize this and allow women to use sick leave or menstrual leave, depending on the company’s policies. In states like Karnataka, where a Menstrual Leave Policy is officially mandated, women employees can legally take one paid day of menstrual leave per month without needing to provide a medical certificate. In general, if menstrual symptoms make it difficult to perform work duties, taking leave is considered valid and acceptable.
