Let's talk about menstrual leave, who bears the cost, Pg13

Key Highlights:

• The Supreme Court declined to hear a PIL on a national policy for menstrual leave, citing potential harm to women's career prospects.
• Evidence suggests that employer discrimination may arise from mandatory, employer-funded leave policies, similar to the Maternity Benefit Act, 2017.
• Spain is the only western economy with a national law on menstrual leave, where the cost is covered by publicly funded social security, requiring a doctor's certificate.
• The article suggests the need for quantitative evidence on the impact of paid period leaves on employer discrimination, women’s labor productivity, and retention.

Detailed Insights:

• The Maternity Benefit Act, 2017, which mandated six-month, employer-funded maternity leave, led to a reduction in employment for women aged 20-29, particularly in high-skilled, high-wage formal sector jobs.
• A national menstrual hygiene policy should extend beyond rural schoolgirls to cover all menstruating individuals, including those in the workforce, and should include financial incentives for sanitary napkin manufacturing.
• Building upon the Swachh Bharat Mission, a Swachh Bharat, Sashakt Nari Mission is needed to improve sanitation infrastructure for women and girls in public spaces and workplaces, potentially funded through CSR initiatives.
• Companies are beginning to recognize the benefits of offering period leaves or work-from-home options, which can improve employee morale, increase loyalty, and boost labor productivity.

Key Concepts Involved:

• Menstrual Leave: A provision allowing employees to take time off work due to menstruation.
• Maternity Benefit Act, 2017: Indian law providing maternity leave benefits to women employees.
• CSR (Corporate Social Responsibility): A self-regulating business model that helps a company be socially accountable to itself, its stakeholders, and the public.