Karnataka Menstrual Leave Policy, 2025 — FAQ

1. What is the Menstrual Leave Policy, 2025?

The Karnataka Menstrual Leave Policy, 2025 (“Policy”) provides for one day of paid menstrual leave per month for eligible women employees, amounting to 12 paid menstrual leave days per calendar year. This applies to establishments operating within the State of Karnataka.

(Cabinet Approval dated 10 October 2025 — formal notification awaited).

2. Who is covered under the Policy?

The Policy covers:

• Women employed in Government Departments and Public Sector Undertakings; and
• Women employed in private establishments, including factories, IT/ITES, MSMEs, start-ups, shops and commercial establishments, and other registered entities.

The final notification will clarify sector-specific applicability, but the intent is to extend coverage broadly across formal workplaces.

3. Does the Policy apply to proprietorships and small businesses?

Yes — in principle, the Policy is intended to apply to all establishments governed by the Karnataka Shops and Commercial Establishments Act, the Factories Act, and other relevant labour laws. This includes proprietorships, partnerships, LLPs, and MSMEs, irrespective of size, if they employ women.

Note: Micro and small enterprises may receive transitional timelines or compliance relaxations once the detailed rules are issued. However, they are not exempt from the Policy unless specifically notified.

4. Is the menstrual leave paid?

Yes. The Policy provides for paid leave, over and above existing sick leave or other statutory entitlements.

5. How and when may employees avail this leave?

• One day of leave per month may be availed during the menstrual cycle.
• The choice of the day rests with the employee, subject to internal leave procedures.
• Employers may frame reasonable procedural norms (e.g., minimal prior intimation or online leave application), but cannot deny leave once the rules are in force.

6. Can the menstrual leave be carried forward or encashed?

No. The leave is intended to be availed within the month and cannot be carried forward or encashed, unless expressly permitted in the final rules.

7. What if the employee requires more than one day?

Additional days must be availed from existing sick leave, earned leave, or other applicable entitlements under company policy or labour law.

8. Will employers require proof or medical certificates?

The policy intent is to avoid mandatory medical documentation. Employers may adopt minimal procedural safeguards to prevent misuse, provided such safeguards do not amount to denial or create stigma.

9. When will the Policy become legally enforceable?

The Policy becomes enforceable only upon publication of the Government Notification and issuance of detailed implementation rules. Employers should track updates and make policy-level preparations.

10. Can an employer lawfully deny this leave once the Policy is notified?

Upon notification, menstrual leave will form part of statutory entitlements. Non-compliance can lead to legal or administrative consequences, including action by labour authorities.

11. How does this affect remote employees or employees outside Karnataka?

Applicability will depend on:

• Location of establishment under Karnataka jurisdiction; and
• Place of employment as recorded in contracts and labour registration.

Employees physically or legally employed outside Karnataka may not be covered.

Practical guidance for proprietors and small businesses

• Update your leave policy to include one day menstrual leave per month once the rules are notified.
• Keep procedures simple and non-intrusive.
• Plan for minimal operational disruptions — e.g., maintain backup staffing.
• Document leave properly to ensure compliance during inspections.
• Monitor official notifications for MSME-specific compliance timelines (if any).

This FAQ reflects the position as of 13 October 2025. It may be updated upon formal notification and rule-making. Legal obligations may differ depending on the establishment’s structure, location, and registration. Employers are advised to seek specific legal advice prior to implementation.