Karnataka Menstrual Leave Order: Introduction of Mandatory Paid Leave for Women Employees

Karnataka’s new menstrual leave policy introduces one day of paid monthly leave for women employees and reshapes compliance expectations for companies. The policy’s broad applicability, legal implications, and operational impact signal an important shift in workplace welfare standards.

India’s southern state of Karnataka now mandates one day of paid menstrual leave per month for women employees between the ages of 18 and 52. The regulation applies to permanent, contractual, and outsourced workers across establishments registered under the Factories Act, Karnataka Shops and Establishments Act, Plantation Workers Act, Beedi and Cigar Workers (Conditions of Employment) Act, and Motor Transport Workers Act, bringing most major industrial and service sectors under mandate.

With this move, Karnataka positions itself as one of the first Indian states to introduce a statewide menstrual leave entitlement for the private sector, signaling a shift in how workplaces address women’s health and welfare.

As companies navigate this change, the new mandate sets the stage for wider discussions on workplace inclusivity, regulatory clarity, and the future of women’s health policies in India.

Scope and applicability

The Karnataka Menstrual Leave Policy, effective from November 12, 2025, extends to women working across a broad spectrum of industries and employment categories, such as the following:

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1. Factories
2. Shops and commercial establishments
3. Plantations
4. Transport undertakings
5. Beedi and cigar manufacturing units
6. IT/ITES companies
7. Garment and manufacturing units
8. Multinational corporations
9. Government departments
10. Contractual, outsourced, and temporary roles

Instead of creating a new sector-specific rule, the policy coverage ensures that both formal and semi-formal sectors benefit from the mandate. The state government has set out clear eligibility conditions and a straightforward entitlement structure.

One paid menstrual leave day per month

Women employees are entitled to one paid menstrual leave day each month, totaling 12 days per year. This leave is additional to existing statutory or contractual leave benefits unless modified by future government notifications.

No eligibility conditions

The policy does not require a minimum tenure, medical documentation, or disclosure of personal health details. Every woman employee can avail the leave as needed.

Non-accumulative leave structure

The menstrual leave is strictly non-carry forward, emphasizing its monthly use and preventing accumulation for future periods.

Exclusivity to women employees

The leave benefit applies exclusively to women. Male employees, including those wishing to support a partner or family member experiencing menstrual discomfort, are not covered.

Emphasis on privacy and dignity

Organizations must ensure that women can apply for this leave without:

• Disclosing medical reasons
• Facing intrusive questions
• Experiencing stigma or workplace discomfort
• Employee privacy remains central to the policy’s spirit.

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Policy coverage limitations

The Karnataka Menstrual Leave Policy is projected to benefit approximately 350,000-400,000 women employed in the state’s formal sector. However, it excludes nearly six million women working in the informal economy as domestic workers, daily-wage earners, gig workers, and other unorganized roles. Industry experts note that the policy’s long-term societal impact will depend on whether similar protections are eventually extended to these underserved groups.

Moreover, the state government order does not define:

• Penalties for non-compliance
• Inspection or audit procedures
• Documentation or reporting requirements
• Specific role and oversight powers of the state labor department

This lack of operational guidance introduces compliance uncertainty for employers, particularly those managing large, multi-location, or shift-intensive workforces. Additional state-issued rules or clarifications will be necessary to ensure consistent and reliable implementation across industries.

Implications for employers and HR operations

The Karnataka Menstrual Leave Policy requires employers to make coordinated adjustments across policy, systems, and workforce management. Companies must revise their leave structures, update employee handbooks, and configure HRMS (Human Resource Management System) tools to incorporate menstrual leave as a distinct category. Since the entitlement applies to all worker groups, including outsourced and contractual staff, organizations will also need to review vendor agreements and clarify shared compliance responsibilities.

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Ensuring privacy and a respectful process will be central to implementation. Employers should establish confidential, streamlined procedures for leave requests and limit access to sensitive information. Low-disclosure or auto-approval mechanisms may be appropriate in certain environments. Manager sensitization will play a critical role in preventing bias, reducing discomfort, and supporting non-discriminatory decision-making.

Operationally, the policy may influence staffing models, particularly in sectors dependent on continuous or shift-based operations such as manufacturing, logistics, retail, and hospitality.

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Impact on India’s labor law framework

Despite existing gaps, the policy is widely recognized as a significant milestone in labor regulation, making Karnataka the first Indian state to extend menstrual leave to the entire private sector, regardless of job type, industry classification, or contract arrangement. This broad applicability positions the state as a frontrunner in gender-sensitive workplace policy.

Menstrual leave provisions exist in several countries, including Spain, Japan, South Korea, and Indonesia, reflecting a growing global recognition of menstrual health needs.

Within India, Bihar and Odisha offer two days of menstrual leave per month to government employees, while Kerala extends the benefit to university and ITI students. Karnataka’s policy builds on these precedents by offering an additional paid leave day across both public and private sectors.

What companies should do next

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In the near term, employers in Karnataka should update their leave frameworks, reconfigure HR systems, reinforce privacy safeguards, and ensure alignment with staffing partners. Staying alert to forthcoming state guidance will be important as procedural and enforcement parameters evolve.

Over the medium term, companies should integrate the policy into broader workforce and DEI (diversity, equity, and inclusion) strategies. Manager training, clear internal messaging, and proactive communication efforts will support consistent implementation and reduce concerns about misuse or uneven application.

Outlook

Karnataka’s decision is likely to influence policy conversations across India, especially as it becomes one of the first states to mandate menstrual leave for the private sector at scale. This may prompt neighboring states to consider similar measures or spark a national dialogue on establishing a uniform framework for menstrual health in the workplace. Early implementation experiences in Karnataka will play a pivotal role in shaping future regulatory design.

Although some operational and enforcement details remain undefined, companies that move early to implement the policy will be better prepared for future regulatory clarity. A proactive approach, supported by well-trained managers, confidential processes, and responsive communication, can enhance organizational culture, employee trust, and overall compliance readiness.

(With inputs from Archana Rao.)

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