Menstrual leave can be defined as leave taken by female employees during the time of their menstruation. it can be paid or unpaid. With the recent Supreme Court judgment this question has become all the more important.

Importance of paid menstrual leave-

1. Due to period poverty: according to NFHS-5 approximately 50% of girls and young women In the age group of 15 to 24 continue to rely on the use of clothes rather than on sanitary pads.
2. Period shaming: During periods many women face discrimination, restriction, and isolation which leads to a feeling of embarrassment and hesitation among women.
3. Lack of or limited access to healthcare services in village areas: due to the absence of doctors and healthcare professionals it becomes all the more difficult for women to seek help during periods.
4. Inadequate sanitation facilities: by not having access to clean toilets and water supply the chances of having infections increase. As stated by CRY survey, 20% of women in India have PCOS, and 25% suffer from endometriosis.
5. Existing social taboos: in many cultures and religions a menstruating woman is considered “impure” and is also barred from doing daily chores and attending social gatherings. Ex- existence of kurmaghars or period huts in Maharashtra.

Need for paid period leaves-

1. For the well-being of women- paid period leave would ensure that women don’t stretch themselves too much at the cost of their health.
2. For retaining women in the workforce and promoting gender equality– as stated by IMF, equal participation of women in India can increase the GDP of India by 25% and could add 700 million dollars by 2025.
3. For fighting social taboos surrounding menstruation.

Impediment in adopting paid period leaves –

1, It would exacerbate gender equality on the economic front- employers would not hire female employees if period leave becomes necessary and that would lead to the widening of the gender gap.

2) It will reinforce the social stigma and taboos- as has been seen in the case of Japan, where women avoided taking menstrual leave, due to the stigma and shame surrounding periods.

3) There are legitimate concerns surrounding the implementation of menstrual leave as was also stated by the Supreme Court of India.

Legislative measures taken to implement Paid period leave-

1. There are no legal provisions regarding paid menstrual leave, however, there are certain fundamental rights and DPSP under which it falls like Article 15 (3) and Article 42 of DPSP.
2. in 2017, Menstruation Benefits Bill 2017 was tried to be introduced into the parliament but was defeated.

Government Initiatives taken by the Government to promote menstrual leave-

1. RTE Act 2009.
2. Menstrual Hygiene Scheme launched by the Ministry of Health and Family Healthcare.
3. Rashtriya Kishore swasthya yojana.
4. SABLA scheme
5. Guidelines for gender issue in sanitation 2017.
6. National guideline on Menstrual Hygiene Management.

Paid menstrual hygiene can become a reality if we focus on-

1. Promoting menstrual health literacy.
2.  Giving women adequate rest breaks would decrease illnesses considerably.
3. Access to effective emergency treatments by providing tampons, pads ibuprofen, heated water bottles, and pads.
4. By providing flexible working options like working from home.
5. By ensuring equal wages and job opportunities for women and not discriminating against them based on gender.
6. By giving incentives like tax exemptions to companies for adopting gender-neutral policies.

To achieve SDG 5, and make India an inclusive society paid period leave could be an add that would ensure a vibrant and equal society.