The Government of Karnataka has introduced Menstrual Leave Policy 2025 under Government Notification No. KAI 466 LET 2023, dated 12 November 2025. The policy grants one paid day of menstrual leave per month to eligible women aged 18 to 52, resulting in 12 days of paid leave annually.
KEY HIGHLIGHTS OF THE POLICY
It allows one day leave per month for women aged between 18 to 52
Women are not required to submit the medical certificate as a proof.
Women are now entitled to 12 days of menstrual leave a year
It aims to improve health outcomes, workforce participation, and efficiency among women employees
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.
ACTIONABLES FOR ORGANISATIONS
- HR Sensitization: HR teams require specific training and sensitization to manage leave requests without stigma or discomfort for employees.
- Integration with Wellness: Companies may choose to integrate menstrual wellness into broader employee health and well-being programs.
- Independent Compliance: With no enforcement mechanism specified, organizations must interpret their compliance responsibilities independently.
- 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.
- 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
- Lack of Defined Compliance Thresholds: The notification does not specify measurable standards or benchmarks for compliance.
- Absence of Documentation Practices: Clear guidance on required documentation (if any) is missing.
- No Statutory Reporting Requirements: The policy fails to outline any mandatory reporting mechanisms.
- Unspecified Penalties for Non-Compliance: There is no mention of consequences or penalties for organizations that do not adhere to the policy.
- Potential for Inconsistent Adoption: The lack of clear guidance leads to varied interpretations and inconsistencies in how different organizations implement the policy.
- 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.
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.
