Most workplaces today acknowledge physical health issues, yet a large part of women’s reproductive health remains unseen and unsupported. Conditions like Polycystic Ovary Syndrome (PCOS) and Endometriosis are not “just period problems.” They are long-term medical conditions that directly affect hormonal balance, metabolism, pain perception, mental health, fertility, and overall quality of life.

Despite their widespread prevalence, women often push through severe pain, heavy bleeding, fatigue, nausea, and emotional turbulence because workplaces rarely offer flexibility. Menstrual leave, when implemented thoughtfully, can bridge this gap especially for women dealing with chronic reproductive conditions.

Studies show:

Despite these realities, most women still attend work without adequate support, leading to presenteeism showing up physically but unable to perform optimally.

Women with PCOS experience hormonal imbalances involving insulin, androgens, and progesterone, which amplify menstrual discomfort.

During menstruation, inflammation and hormonal dips worsen these symptoms, making it harder to function at full capacity.

Endometriosis is known as one of the most painful gynecological conditions.

Women often describe the pain as “labour-like” or “sharp stabbing cramps,” yet workplaces expect them to remain fully functional.

The lack of rest increases pain sensitivity and prolongs flare-ups.

Menstrual leave provides practical and medical benefits:

Rest lowers cortisol and inflammatory markers, preventing flare-ups of endometriosis and PCOS-related cramps.

Avoiding physical or emotional stress helps stabilise:

This leads to more predictable cycles and fewer severe symptoms.

Continuous stress without adequate rest worsens PCOS outcomes such as:

Endometriosis flare-ups can worsen pain pathways and elevate inflammation, increasing future work absences.

Allowing 1–2 days of menstrual leave prevents multiple days of half-productivity.

Both PCOS and endometriosis are linked to:

Rest and reduced performance pressure improve emotional stability.

Several countries officially recognise menstrual leave as a legitimate workplace right.

These policies acknowledge that menstrual health affects productivity and that chronic reproductive conditions need structured support.

India currently has no national menstrual leave policy. A few private companies offer it, but the coverage is limited.

Given India’s high rate of PCOS (estimated 1 in 5 women) and rising endometriosis diagnoses, providing menstrual leave could directly improve productivity.

A supportive policy can include:

Women should take it only when symptoms are severe.

A general medical category for “reproductive health leave” protects privacy.

Especially useful for mild symptoms.

Helps reduce stigma among male coworkers.

Allows women to combine days when needed.

Covers ultrasound, hormonal tests, and long-term management.

Thoughtful implementation is the key to acceptance and effectiveness.

A supportive menstrual leave policy can lead to:

Rest during pain results in better performance later.

Prevents complications that cause extended time away from work.

Women feel supported and valued.

Normalises conversations around women’s health.

Attracts female talent in competitive industries.

Menstrual leave is not about giving women “extra holidays.” It is about recognising real medical conditions like PCOS and endometriosis, which severely impact daily functioning. Data from WHO clearly shows how common and disabling these disorders can be. When workplaces provide menstrual leave, they support women’s health, protect productivity, and build a compassionate and progressive culture. Supporting women is not a cost, it is an investment in healthier, stronger, more efficient workforces.