The Economic Case for Menstrual Leave in Indian Workplaces

For decades, periods have been treated as a “personal issue,” something women must silently manage even while working through pain, fatigue, and emotional distress. But modern workforce economics tells a different story. Supporting women’s menstrual health is not a cost, it is an investment with measurable returns. Menstrual leave, when designed responsibly, can enhance productivity, minimise burnout, and create resilient work cultures.

In India, where nearly 48 percent of working-age women are outside the workforce, policies that acknowledge biological realities can help close gender gaps and build healthier, more productive teams.

Dysmenorrhea (painful periods) affects more than 60–70 percent of Indian women of reproductive age. For many, this pain is not a mild inconvenience—it significantly reduces focus, efficiency, and physical ease.

Studies show:

Menstrual leave reduces presenteeism, allowing women to rest on their worst day rather than performing at half capacity across multiple days.

Many women already take leave during painful periods, but it often appears as:

This unstructured absenteeism makes workforce planning inefficient.

A planned menstrual leave policy allows:

As a result, organisational functioning becomes smoother and financially more stable.

Women leave their jobs due to:

Replacing a skilled employee can cost up to 50–100 percent of their annual salary (recruitment, training, onboarding).

A menstrual leave policy communicates:

This sense of inclusion significantly increases loyalty, especially among women in their 20s and 30s who experience intense periods or live with PCOS/Endometriosis.

In competitive sectors like pharma, IT, finance, healthcare, law—top candidates evaluate workplaces not just on salary, but on culture and well-being policies.

Companies offering menstrual leave gain:

Indian startups and global companies increasingly position menstrual leave as part of a modern, progressive HR philosophy. This becomes a powerful branding tool, especially for Gen Z talent.

Women often miss opportunities for promotions, leadership roles, and high-task visibility due to health barriers that go unacknowledged.

Menstrual leave helps by:

Workplaces with better gender representation show:

Thus, menstrual leave strengthens organisational diversity, an economic advantage, not a burden.

Unmanaged menstrual issues often worsen over time:

Women who consistently rest during peak pain days experience:

This ultimately reduces:

Employee wellness programmes have been shown to save companies ₹3–₹6 for every ₹1 invested. Menstrual leave falls under preventive wellness.

India faces one of the lowest female labour force participation rates globally, partly because women struggle to balance:

A menstrual-friendly company:

Greater participation leads to:

When women feel safe discussing menstrual pain:

This creates a healthier, more honest work environment.

Economically, transparency reduces:

To align cost-efficiency with empathy, companies can choose between flexible models:

Ideal for companies with:

Easier for traditional or hierarchical organisations.

Cost-effective and scalable, especially in corporate sectors.

Includes:

This model offers the best long-term economic return.

Menstrual leave is not a “special favour” or a cultural luxury. It is a strategic economic decision rooted in measurable gains. When companies support menstrual health, they benefit from:

India’s workforce cannot rise without the active participation of women. Menstrual leave is one of the simplest, most affordable, and most impactful steps toward a healthier, more productive future.