Karnataka Introduces
Menstrual Leave Policy 2025

The Government of Karnataka has taken a major step towards helping women employees by introducing the Menstrual Leave Policy 2025 under Government Notification No. KAI 466 LET 2023, dated 12 November, 2025.

KEY HIGHLIGHTS OF THE POLICY

The policy applies to a wide range of sectors and employment categories, including women working in factories, shops and establishments, plantations, transport undertakings, and beedi and cigar manufacturing. Employees in government offices, IT firms, garment factories, multinational corporations, and outsourced or contractual roles all fall under the ambit of this notification. Importantly, the menstrual leave is in addition to existing statutory and contractual leave benefits, unless altered by future government directives.

Applicability

Women employees can begin availing this leave starting November 12, 2025. There are no eligibility criteria. This leave does not apply to male employees, including cases where they may wish to take time off to support a spouse experiencing menstrual discomfort. These leaves are non-accumulative and cannot be carried forward.

Key Measures for Effective Policy Implementation

Implementation may differ across Organizations who need to implement the policy and can start to take the following steps:

1. Update leave policies: Immediately change all leave policies to include one paid menstrual leave day per month, comprise of 12 days annually, as mandated by the Karnataka Menstrual Leave Policy 2025.
2. Establish clear guidelines: Create internal protocols clearly stating that no medical certificates or disclosures are needed to access this leave.
3. Notify all employees: To communicate the updated policy to all staff, emphasizing entitlements and leave procedures.
4. Train managers and HR: Provide compulsory training on the policy’s purpose, legal obligations, and the need to uphold employee privacy.
5. Address stigma: Use the rollout to encourage awareness of menstrual health and reduce stigma, supporting a more empathetic, inclusive culture.
6. Monitor for bias: Ensure the policy does not contribute to gender inquality in hiring, promotions, or performance evaluations.
7. Review and improve: Implement a feedback and review mechanism to check the policy’s effectiveness and make ongoing changes.
8. Ensure privacy: Reinforce that taking menstrual leave is a personal decision and employees’ privacy and dignity shall be protected at all times.

ACTIONABLES FOR ORGANISATIONS

1. HR Sensitization: HR teams require specific training and sensitization to manage leave requests without stigma or discomfort for employees.
2. Integration with Wellness: Companies may choose to integrate menstrual wellness into broader employee health and well-being programs.
3. Independent Compliance: With no enforcement mechanism specified, organizations must interpret their compliance responsibilities independently.
4. System Updates: HRIS (Human Resources Information System) or LMS (Learning Management System) software may need updates to include a distinct menstrual leave category for accurate tracking.
5. Future Framework: A future procedural framework or detailed guidelines are necessary to ensure consistency and reduce ambiguity in the policy’s application.

UNADDRESSED AREAS IN THE POLICY

1. Lack of Defined Compliance Thresholds: The notification does not specify measurable standards or benchmarks for compliance.
2. Absence of Documentation Practices: Clear guidance on required documentation (if any) is missing.
3. No Statutory Reporting Requirements: The policy fails to outline any mandatory reporting mechanisms.
4. Unspecified Penalties for Non-Compliance: There is no mention of consequences or penalties for organizations that do not adhere to the policy.
5. Potential for Inconsistent Adoption: The lack of clear guidance leads to varied interpretations and inconsistencies in how different organizations implement the policy.
6. Need for Clearer Guidance or Legislative Backing: Many organizations, especially those with large or diverse teams, may require more explicit direction or supporting legislation for smooth implementation.

Challenges and Areas Lacking Clarity

This policy has been appreciated for acknowledging menstrual health, several gaps have been highlighted. The notification does not markout compliance thresholds, documentation practices or statutory reporting requirements. Nor does it describe any penalties for non-compliance, resulting in diverse interpretations and potential inconsistencies in adoption. For many organisations, especially those with large or varied teams, clearer guidance or legislative backing may be necessary to support the smooth implementation.

Industry Concerns

1. Uncertainty about how workflow and staffing will be managed when employees avail menstrual leave, raising concerns about operational disruptions.
2. The most common challenge is that companies operate on five-day work week.
3. Most common argument is that women already have access to earned, casual, and sick leave, as well as flexible work-from-home options by adding a separate leave category may complicate policies and hamper productivity.
4. Providing 12 menstrual leave days yearly could create workplace biasness and Instead, it is better to give five days extra as sick leave to women

Disclaimer

The information provided in this article is intended for general informational purposes only and should not be construed as legal advice. The content of this article is not intended to create and receipt of it does not constitute any relationship. Readers should not act upon this information without seeking professional legal counsel.