Larsen & Toubro (L&T), a leading engineering and construction firm, has taken a progressive step by introducing a one-day menstrual leave facility per month for its female employees. This announcement was made by Chairman S N Subrahmanyan during Women’s Day celebrations at the company’s Powai office in Mumbai, where he addressed 350 women employees.
L&T’s decision is a significant move in an industry that has traditionally been slow in adopting gender-inclusive workplace policies. However, specific details regarding the implementation of this policy remain unclear. Key questions include the commencement date, whether the leave is an additional paid entitlement beyond existing leave benefits, and whether employees can take it at any point in their menstrual cycle.
Menstrual Leave in India
While India does not have a national law mandating menstrual leave, some states like Odisha, Bihar, and Kerala have independently implemented such policies to support women’s health and well-being. Additionally, several private companies have introduced similar measures in recent years. For instance, Zomato has been offering up to 10 days of paid menstrual leave annually since 2020, and Swiggy has also introduced a menstrual leave policy, though details remain limited.
The Ongoing Debate
The topic of menstrual leave remains a subject of active debate, both in India and globally. Advocates argue that recognizing menstrual health in workplace policies leads to a more inclusive and supportive work environment. They believe such initiatives acknowledge biological realities and contribute to improved employee morale and productivity.
Priya Jaiswal, a PR professional, welcomed L&T’s move, stating,
“It’s a commendable policy and should be implemented across all industries since menstrual pain affects all women. This will help normalize the conversation among people who still consider menstruation a taboo. The policy is a crucial step in supporting women during such situations.”
On the other hand, critics argue that menstrual leave might unintentionally reinforce gender biases and impact hiring decisions and career progression, particularly in male-dominated industries. Some believe existing casual leave (CL) policies are sufficient for managing personal health needs.
Lathika Rajan, an employee at a multinational company, shared a mixed opinion, stating,
“Most companies already offer casual leave, that employees can utilize for such occasions. While acknowledging that menstrual leave could support women who face severe discomfort, she believes it might impact gender equality in hiring decisions. Additionally, not all women require such leave, and expressed concerns about potential misuse of the policy. In my view, existing leave options are sufficient.”
L&T’s initiative marks a progressive step toward gender-sensitive workplace policies, yet it also sparks a broader conversation about balancing inclusivity with workplace dynamics.
