Paid Menstrual Leave

Paid Menstrual Leave

News: We take up this issue in context of an Editorial in The Hindu – “On Paid menstrual leave- A demand that could hamper gender equality”.

What is Menstrual Leave?
• Menstruation leave is a policy that allows women to take paid or unpaid time off from work when they are suffering from painful menstrual symptoms. This means that female employees who are experiencing menstrual discomfort, pain, or other symptoms can take time off work without fear of losing pay or facing disciplinary action.

Status of Menstruation in India:
• Menstruation remains a taboo subject in many communities, and menstruating women often face discrimination and exclusion from social and religious events.
• A study found that 71 of girls in India report having no knowledge of menstruation before their first period.
• As for menstrual leave in India, the situation is evolving. While the Supreme Court has refused to entertain a public interest litigation calling for the introduction of menstrual pain leave in the country, some Indian states have implemented such policies.
• For instance, the Bihar government offered women in the workforce two days of menstrual leave a month as far back as in 1992.
• On January 19, 2023, the Kerala government issued an order granting menstrual leave for students in all state-run higher education institutions.

What are the arguments in favor of paid menstrual leave?
• Menstruation is a natural biological process, not an illness. Recognizing it through policy respects gender differences in the workforce.
• Aligning with Articles 14 and 21 of the Indian Constitution, such leave promotes equality and dignity for women.
• By acknowledging and accommodating menstruation, workplaces become more inclusive, potentially increasing the productivity and comfort of women workers.
• This policy can be seen as a step towards shattering the glass ceiling, by not forcing women to emulate men for equal opportunities.

Arguments against:
• Menstruation, as per some views, is not a handicap that warrants special leave. This view posits that it should be managed like any regular health issue.
• Providing menstrual leave may inadvertently lead to discrimination against women in hiring or promotions, as employers might perceive them as less available.
• Special leave policies could reinforce the stigma around menstruation, making it a publicly known issue and potentially causing discomfort.
• If women are given more leave days, they may be perceived as less capable or committed to their jobs than their male counterparts.

Conclusion
• Balancing the need for gender-specific policies with the potential for unintended consequences is a challenge policymakers and organizations face. It is vital to implement such policies in a manner that does not reinforce stereotypes or lead to discrimination.