THW grant the mentrual leave

Menstruation is a natural biological process that is experienced by a large number of menstruating

individuals. Many factors, such as cultural beliefs, access to resources and support, and personal
experiences with menstrual symptoms, can influence the impact of menstruation on an individual’s life.

In some cultures, menstruation is viewed as a powerful and positive experience, symbolising fertility and
strength. In other cultures, menstruation is stigmatised and considered unclean or embarrassing. In the
same way, the physical experience of menstruation can be both beneficial and detrimental. Some
people may experience uncomfortable or even painful menstrual cramps, bloating, and fatigue.
Alternatively, some individuals may experience a sense of relief or release during their menstrual cycle.

Each individual’s menstrual experience is unique, and it is essential to respect their feelings and
experiences surrounding this process. It is also essential that menstruating individuals have access to the
resources and support they require to manage their menstrual symptoms and maintain their overall
health and well-being.

Menstrual leave refers to a policy that permits employees to take time off work during their menstrual
cycle in order to manage menstruation-related symptoms or discomfort. This policy is sometimes
implemented in nations or organisations that recognise the impact menstruation can have on a person’s
ability to work or function normally. The purpose of menstrual leave is to provide employees with a
stigma- and discrimination-free work environment in which they can manage their menstrual symptoms
without fear. This can improve employee productivity and well-being and promote gender equality in
the workplace.

Cons:

Menstrual leave policies have the potential to provide many benefits, there are also several drawbacks
and challenges to consider, including:

Reinforcing gender stereotypes: Menstrual leave policies may perpetuate the notion that women are
weaker or less capable than men, and reinforce gender stereotypes that associate women with
menstruation and other reproductive health issues.

Potential discrimination: Offering menstrual leave to female employees could lead to discrimination
against women in the workplace, with employers preferring to hire men or non-menstruating women
who are perceived as being more productive and reliable. The absence of women from the labour force
is frequently attributed to their domestic and childrearing responsibilities. Previously, the passage of the
Maternity Benefit Act (1961 and 2017) exemplified how such a policy could also contribute to the
propagation of myths: Employing women is difficult because they are less dependable and more
expensive than men. It has been demonstrated that these harmful beliefs have an effect on the
participation and employment of women in the formal workforce.

Legal challenges: In some countries, menstrual leave policies may be in conflict with anti-discrimination
laws or may be difficult to implement due to legal or administrative challenges.

Negative impact on career advancement: Women who take menstrual leave may be perceived as less
committed or less able to handle the demands of their job, which could have a negative impact on their
career advancement or job opportunities.

Cost implications: Providing menstrual leave could result in additional costs for employers, such as
hiring temporary staff or paying overtime to cover for absent employees.

Difficulty in monitoring and enforcing: It can be difficult to monitor and enforce menstrual leave
policies, as there is no objective measure for menstrual symptoms or their severity.

It is something private: In a culture such as India, where menstruation is stigmatised and still associated
with notions of purity and pollution, the use of menstrual leaves may violate certain cultural norms.
Disclosure of menstrual status could make women more susceptible to subtle discrimination due to the
fact that menstruation is regarded as unclean and is meant to be private.

 Granting menstrual leave will just make another feud between the two gender that it would be
unfair for them that women could avail that kind of Leave while they can’t.