Key Takeaways for HR Professionals on Karnataka’s One-Day Paid Menstrual Leave Policy for Women Employees in Private Industry including IT &ITES

One-day paid menstrual leave is now a reality in Karnataka for women employees. HR teams must ensure smooth policy implementation and a stigma-free environment.

A. Surendranath, Sr HR & IR Professional

10/10/20253 min read

In a progressive step towards gender-sensitive workplaces, the Karnataka State Cabinet has approved the Karnataka Menstrual Leave Policy-2025, which allows one day of paid leave every month for women employees working in both government and private sectors, including IT, manufacturing, services, and other industries.

This means that women employees across Karnataka — from factories to offices and IT companies — will now be eligible to take one paid day off during their menstrual cycle each month. Karnataka has thus become the first Indian state to extend such a benefit across all employment categories.

Why This Policy Is Important

The new policy was introduced by the Karnataka Labour Department, following the recommendation of a committee that studied women’s health and workplace well-being. The committee proposed that every woman employee should get one paid day off each month during menstruation to promote comfort and productivity.

After considering the committee’s report, the State Cabinet approved the proposal. The decision now covers all sectors where women are employed, marking a historic moment in the journey towards inclusive and empathetic workplace policies.

Under this scheme, every eligible woman employee will now receive 12 paid menstrual leave days per year, separate from sick or casual leave.

Next Step – Legal Implementation

The Karnataka government will now take legislative measures to include this decision in the state’s labour laws. Once enacted, it will become mandatory for all employers to provide one day of paid menstrual leave each month.

Further rules and implementation guidelines will soon be issued by the government to clarify:

Who is eligible for this leave (including contract and temporary employees)
How employees can apply for it
How organizations should record and manage such leave in attendance and payroll systems

The Labour Department may also conduct inspections and audits to ensure that employers follow the law fairly and that women employees receive the benefit without discrimination.

A Step Towards Health and Dignity

This policy is not only a legal reform but also a social change that recognizes menstrual health as a genuine and valid concern. Many women experience physical pain or discomfort during menstruation, yet hesitate to take time off due to stigma or workplace pressure.

By allowing a day’s paid leave, Karnataka has taken a major step to create compassionate and inclusive workplaces where women can prioritize their health without fear or hesitation.

Globally, countries like Japan, Indonesia, and South Korea have similar provisions. With this initiative, Karnataka has positioned itself as a progressive leader in women-friendly labour practices in India.

Key Takeaways for HR Professionals

The new policy brings fresh responsibilities and opportunities for HR managers, business leaders, and employers. Here’s what HR professionals should focus on:

Update Leave Policies and Employee Handbooks
Add a clear provision for Menstrual Leave — one paid day per month, not adjusted against other leave categories.
Align Payroll and Attendance Systems
Ensure that HR software, attendance registers, and payroll modules reflect this new leave type and treat it as fully paid leave.
Communicate with Sensitivity
Inform women employees about this benefit through internal circulars or staff meetings. Encourage them to use it freely, without hesitation or stigma.
Train Managers and Supervisors
Conduct awareness and sensitization sessions so that supervisors handle leave requests respectfully and understand the intent behind the policy.
Ensure Compliance and Documentation
Once the law is enacted, follow the official guidelines carefully. Maintain proper records for audit and compliance purposes.
Integrate with Wellness Programs
Use this opportunity to strengthen women’s health and wellness initiatives — like hygiene facilities, counseling, or flexible working options.
Promote a Culture of Care and Inclusion
This policy is not just about compliance; it’s about empathy. Build a culture that values understanding, respect, and support for all employees.

Conclusion: A Progressive Step for Workplaces in Karnataka

The Karnataka Menstrual Leave Policy-2025 is a landmark move that recognizes women’s health needs with dignity and fairness. It sets a new benchmark for inclusive HR practices and shows that gender equity goes beyond policies on paper — it means understanding real human needs at work.

For HR professionals, this is the time to act as change agents. By implementing this policy with empathy, clarity, and fairness, organizations can improve morale, trust, and well-being while contributing to a more balanced and progressive work culture.

Karnataka’s initiative demonstrates that compassionate policies can strengthen both people and performance — and that makes it a true milestone for India’s workplaces.

Note: Source of information about this Karnataka State Government Policy is based on recent reports published in reputed national newspapers

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