The Kerala High Court has urged the state government to examine menstrual leave for KSRTC women conductors, highlighting the need for better workplace support and employee welfare.
The Kerala High Court has asked the state government to consider introducing menstrual leave for women conductors working with the Kerala State Road Transport Corporation (KSRTC), citing the physically demanding nature of their work and the need to improve employee welfare.
The court observed that a limited menstrual leave policy could help create a more inclusive workplace while improving productivity and reducing absenteeism.
The direction comes amid growing evidence that supportive workplace policies can help employees manage menstrual health without compromising workforce participation.
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Why Did the Kerala High Court Recommend Menstrual Leave for KSRTC Women Conductors?
The observation came while hearing a petition filed by three KSRTC women conductors and an employee welfare organization seeking menstrual leave for women working in the corporation’s operational wing.
According to the petition, women conductors often work 8 to 16 hours a day, spending long periods standing in crowded buses while issuing tickets and collecting fares.
During menstruation, they frequently face inadequate access to clean toilets, limited rest breaks, and poor facilities for disposing of menstrual hygiene products, resulting in physical discomfort and emotional stress.
The court noted that nearly 3,000 women are employed in KSRTC’s operational services and acknowledged that their duties involve prolonged standing, continuous movement, and limited access to hygienic restroom facilities.
Observing that a limited menstrual leave policy could promote employee welfare, reduce absenteeism, and improve productivity, the High Court directed the Kerala government to examine the representation and take an appropriate decision, preferably within three months.
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What Does Research Say About Menstrual Leave and Workplace Productivity?
According to the Indian Journal of Gender Studies, the debate around menstrual leave is not about treating menstruation as an illness but about recognizing biological differences and promoting workplace equity. (1✔ ✔Trusted Source
Efficacy of Menstrual Leave in the Workplace: Law and the Changing Discourse on Gender in India
)
The study argues that policies should accommodate employees who experience significant menstrual symptoms while ensuring equal participation in the workforce.
The review notes that menstrual pain varies widely. While some people experience only mild discomfort, others develop severe dysmenorrhea, often associated with conditions such as endometriosis, fibroids, or adenomyosis.
Research cited in the paper estimates that dysmenorrhea affects 25% to 90% of women globally, while Indian studies report a prevalence ranging from 50% to 87.8%. Severe pain can interfere with normal daily activities in 5% to 20% of women.
The paper also highlights workplace evidence. A Dutch study involving nearly 33,000 women found that menstrual symptoms resulted in almost nine days of lost productivity each year, largely because many continued working despite pain.
Another Canadian study reported that 51% of women experienced limitations in daily activities during menstruation, while 17% missed school or work because of their symptoms.
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How Could Menstrual Leave Be Implemented in Indian Workplaces?
Menstrual leave policies should be designed to support employees who genuinely need them rather than being treated as a universal entitlement.
The study recommends that leave should be optional, supported by privacy safeguards and, where necessary, medical certification for severe symptoms.
It also suggests that flexible work arrangements, compensatory leave, or work-from-home options may be more appropriate for employees with milder symptoms.
The researchers further argue that menstrual leave should not be viewed as a sign of weakness or discrimination. Instead, it should be part of broader workplace measures that include improved sanitation facilities, supportive management, awareness programs, and menstrual health support.
Such policies, they conclude, can help improve employee well-being while creating more equitable and gender-sensitive workplaces.
Reference:
- Indian Journal of Gender Studies. Efficacy of Menstrual Leave in the Workplace: Law and the Changing Discourse on Gender in India. (https://journals.sagepub.com/doi/10.1177/09715215241301447)
Source-Medindia