In recent years, discussions surrounding gender equality and inclusivity in the workplace have gained significant momentum. One key area that has emerged as a focal point of these discussions is the implementation of menstrual leave policies. Menstruation is a natural bodily process experienced by billions of women worldwide, and it often comes with physical discomfort and emotional challenges. In biological terms, "The menstrual cycle is the process that takes place every month and involves normal vaginal bleeding and the shedding of the lining of the uterus or womb" thus making the female body capable of conceiving the child in future. However, menstruation could occur in females as early as the age of 9 years but usually initiates when the female enters her teenage years.
Recognizing the need for menstrual equity and women's rights, many countries have introduced policies that allow for menstrual leave. India, too, has witnessed discussions around implementing menstrual leave policies. The concept of menstrual leave is not something recently formulated but has its origins and roots in the early 20th century. This Menstrual leave policy, in its literal sense, could be elaborated as "a leave that could be either paid or unpaid, taken by an employee when she is observing menstruation."
This article delves into the multifaceted challenges that arise while implementing menstrual leave policies.