Period leave won’t disrupt work, many HR heads say
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Last week, the Karnataka cabinet approved a menstrual leave policy for women employees in government and private establishments. It
will apply to those working in MNCs, IT companies, factories, mines, and other sectors, reports say.
The policy mandates that companies give women employees one paid day
leave per month.
For 33-year-old advertising professional Madhu K (name changed), who has PCOS, each cycle is different. “While my firm doesn’t judge women for taking leave, a formal policy makes it easily accessible for everyone,” she says.
Savya K, a software professional who commutes 19 km, adds: “Once the policy is in place, I won’t have to use my other leaves, which can be saved for later.”
Metrolife spoke to human resource (HR) heads and managers about how they plan to implement the policy and the challenges they foresee.
A Bengaluru-based influencer marketing platform had introduced the policy for its employees three years ago. Annie Thomas, HR head, calls the government’s move “a major step toward recognising women in the workforce,” adding that while not every woman makes use of the leave, having the choice matters.
A city-based IT services firm implemented the option about six months ago. Sumanth S, director of talent acquisition, says it isn’t mandatory and is “based on trust”. Women form nearly 60% of their 150-member team. “We don’t ask for details or maintain records, as that can create compliance issues and invade privacy,” he says.
At a specialist staffing solutions firm on Residency Road, women form 55% of the workforce. The company implemented the policy in 2023. Co-founder Kamal Karanth, says, “The policy has boosted productivity and job satisfaction.” At an industrial AI company in Whitefield, the policy will be rolled out from November. Women comprise 27% of the 70-member workforce. Sitara Subramani, manager (people and organisation), says the policy isn’t expected to disrupt operations. “Even before this government mandate, our managers have always been supportive when women employees wanted leave during their period cycle,” she adds.
Concerns
At a Bengaluru-based real estate company, women make up about 20% of the workforce.
Suresh Deshpande, its vice president (HR), says, “When someone is in pain, focus drops. In on-site roles, such leave is important,” he notes. When multiple employees are on leave, managers can extend deadlines or give them the option to work from home to ensure work is not disrupted, he adds.
Sumanth notes that “sometimes, employees club the leave with a weekend” but most use it responsibly. He adds that allowing women to rest when they are unwell helps them return to work with better focus and energy.
Annie adds that work isn’t affected, as other team members step in or tasks are rescheduled accordingly.
Deshpande says his company is considering creating spaces for women to rest once the policy comes into effect.
Is this enough?
A gynaecologist at a north Bengaluru hospital welcomes the move but questions if one day is enough. “For women with adenomyosis, endometriosis, fibroids, or bleeding disorders, menstrual pain and bleeding can be unpredictable,” she explains. She adds that the policy should address additional leave on a case-by-case basis, to avoid judgement.