SDG 3: Good Health and Well-being | SDG 5: Gender Equality | SDG 8: Decent Work and Economic Growth Ministry of Labour and Employment
The Menstrual Benefits Bill, 2024, introduced as a Private Memberโs Bill by Dr. Kadiyam Kavya, M.P., seeks to legally mandate facilities and leave for female employees during menstruation. The Bill applies to a wide range of workplaces, including factories, mines, plantations, and any shop or establishment employing ten or more persons.
Key Legislative Proposals:
Paid Menstrual Leave: The Bill seeks to entitle female employees to paid menstrual leave for two days every month.
Rest Facilities: It mandates the provision of better facilities for rest at the workplace during menstruation.
Rationale: The Statement of Objects and Reasons cites research (University College London) comparing menstrual cramping pain to that of a heart attack. It argues that women are often least productive during the first two days of their cycle due to unmanageable discomfort, making leave desirable for both the employeeโs well-being and the employerโs long-term productivity.
The Bill aims to recognize the biological complexity of female employees and ensure they have the right to rest during intense pain without loss of pay. It seeks to balance the perspective of employee welfare with employer productivity by formalizing leave for a biological necessity that affects a significant portion of the workforce.
Policy Relevance
This Bill brings a critical global debate on menstrual equity to the Indian parliament. By proposing statutory paid leave, it challenges traditional labor laws to evolve and accommodate gender-specific biological needs. If enacted, it would fundamentally alter workplace compliance norms, requiring establishments to integrate menstrual health into their leave policies and infrastructure, thereby potentially improving female workforce participation and retention rates.
Relevant Question for Policy Stakeholders: How can the government ensure that mandating paid menstrual leave does not unintentionally lead to discrimination in hiring female employees, particularly in the cost-sensitive MSME sector?
Follow the full news here: THE MENSTRUAL BENEFITS BILL, 2024