Opinion: L&T’s Menstrual Leave Policy – A Progressive Step or Just a Beginning?.......by Zinnia Balli
What do you think? Should menstrual leave be a mandatory policy across industries, or should organizations focus on other forms of workplace flexibility?
Larsen & Toubro (L&T), one of India’s leading conglomerates, has set a precedent by introducing a one-day menstrual leave facility every month for its women employees.
Chairman S. N. Subrahmanyan’s decision is being hailed as a progressive step towards workplace inclusivity, but it also raises questions about broader corporate policies on menstrual health.
For years, the topic of menstrual leave has been debated globally. While some argue that it is an essential provision acknowledging biological needs, others see it as a policy that may unintentionally reinforce workplace gender biases. Countries like Japan, Indonesia, and South Korea have long had provisions for menstrual leave, but adoption in corporate India has been slow.
L&T’s move reflects a growing awareness among top business leaders about employee well-being. By recognizing the physiological challenges faced by women, the company is fostering a more supportive work environment.
However, the question remains—will this initiative encourage other Indian firms to follow suit, or will it remain an isolated case?A critical aspect to consider is how this policy will be perceived within the organization. Will women employees feel comfortable availing this leave without fear of being judged?
Will it lead to better productivity and employee satisfaction, or will it inadvertently create biases in hiring and promotions?
Companies adopting such policies must also ensure that they are complemented by broader measures like flexible work hours, better healthcare support, and awareness programs to remove stigma around menstrual health.
Another challenge lies in extending such benefits to blue-collar women workers, who often do not have the privilege of paid leave options. While white-collar professionals may benefit, a large section of the female workforce in manufacturing, construction, and unorganized sectors continues to work in discomfort during their menstrual cycles.
Addressing this disparity should be the next step in making menstrual health a mainstream workplace conversation.L&T’s decision is commendable and could be a catalyst for a larger policy shift in India. However, the real success of this initiative will be measured by its impact on corporate culture and whether other organizations take a cue to build more inclusive workplaces.
What do you think? Should menstrual leave be a mandatory policy across industries, or should organizations focus on other forms of workplace flexibility?
April 1, 2025
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Zinnia Balli, Special Correspondent, Babushahi Network
zinnia1691@gmail.com
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