Khaitan & Co has introduced a menstrual leave policy for its women employees, effective from October 1..As per the policy, a Khaitan & Co member (legal & allied services) - is entitled to a maximum of 12 paid days per calendar year for menstruation, menopause and related challenges.The menstrual leave cannot be accumulated, carried forward or otherwise used for any other purpose and a medical certificate is not required to avail this leave.The policy further clarified that menstrual leave shall be in addition to, and not in substitution of, any other leave to which the eligible member is otherwise entitled under the firm’s leave policy.The new policy also allows a woman to work from home in case she chooses not to take menstrual leave..Speaking to Bar & Bench, the Khaitan & Co Executive Director Amar Sinhji said,“I recently read a quote that said, ‘Equality is giving everyone the same pair of shoes. Equity is giving everyone a pair of shoes that fits.’ As a firm that has always believed in diversity, equity and inclusion, we always endeavour to do what is right and stay ahead of the curve while doing it. So, we have gradually and without diluting our culture of meritocracy, brought our overall gender diversity to more than 35%. At the entry level, we have a diversity ratio of 50%!,"He added that the firm aspires to serve as a model for others."We will continue to learn and implement the best of practices to ensure true equity in our firm,” Sinhji remarked..In 2021, Mumbai-based law firm Vertices Partners had officially announced a one-day period leave for its women employees. .The clamour for introducing menstrual leave at the workplace has been increasing in the recent past. In a bid to introduce a law for period leave at the Central level, Ninong Ering, a Member of Parliament from Arunachal Pradesh, introduced the Menstrual Benefits Bill, 2017 which proposes two days of menstrual leave every month to both public and private employees. However, that Bill is yet to see the light of day. .With a view to cater to the needs of their workforce, many of whom are women, corporate India has introduced some progressive policies of their own volition.In 2017, two Mumbai-based companies - Gozoop and Culture Machine - became the first private companies to introduce period leave in India.In 2020, Zomato introduced menstrual leave for up to ten days a year for its women and transgender employees.Since then, other private companies like Swiggy and Byju’s have also introduced similar policies..The Supreme Court on February 24 this year had refused to entertain a public interest litigation (PIL) calling for the introduction of menstrual pain leave in the country.The Court had opined that since there is a policy dimension surrounding the issue, the onus was on the Central government to make such a scheme a reality..This wasn't the first time the issue was brought before the courts. In 2020, the Delhi High Court issued a similar directive to the Central and Delhi governments in a petition that requested paid menstrual leave for women government employees, including daily wage and contractual workers.Despite these directives, there appears to be minimal or no action taken at the Central level to establish a nationwide framework for implementing paid menstrual leave..Why paid menstrual leave should be a reality in India: Legal experts weigh in
Khaitan & Co has introduced a menstrual leave policy for its women employees, effective from October 1..As per the policy, a Khaitan & Co member (legal & allied services) - is entitled to a maximum of 12 paid days per calendar year for menstruation, menopause and related challenges.The menstrual leave cannot be accumulated, carried forward or otherwise used for any other purpose and a medical certificate is not required to avail this leave.The policy further clarified that menstrual leave shall be in addition to, and not in substitution of, any other leave to which the eligible member is otherwise entitled under the firm’s leave policy.The new policy also allows a woman to work from home in case she chooses not to take menstrual leave..Speaking to Bar & Bench, the Khaitan & Co Executive Director Amar Sinhji said,“I recently read a quote that said, ‘Equality is giving everyone the same pair of shoes. Equity is giving everyone a pair of shoes that fits.’ As a firm that has always believed in diversity, equity and inclusion, we always endeavour to do what is right and stay ahead of the curve while doing it. So, we have gradually and without diluting our culture of meritocracy, brought our overall gender diversity to more than 35%. At the entry level, we have a diversity ratio of 50%!,"He added that the firm aspires to serve as a model for others."We will continue to learn and implement the best of practices to ensure true equity in our firm,” Sinhji remarked..In 2021, Mumbai-based law firm Vertices Partners had officially announced a one-day period leave for its women employees. .The clamour for introducing menstrual leave at the workplace has been increasing in the recent past. In a bid to introduce a law for period leave at the Central level, Ninong Ering, a Member of Parliament from Arunachal Pradesh, introduced the Menstrual Benefits Bill, 2017 which proposes two days of menstrual leave every month to both public and private employees. However, that Bill is yet to see the light of day. .With a view to cater to the needs of their workforce, many of whom are women, corporate India has introduced some progressive policies of their own volition.In 2017, two Mumbai-based companies - Gozoop and Culture Machine - became the first private companies to introduce period leave in India.In 2020, Zomato introduced menstrual leave for up to ten days a year for its women and transgender employees.Since then, other private companies like Swiggy and Byju’s have also introduced similar policies..The Supreme Court on February 24 this year had refused to entertain a public interest litigation (PIL) calling for the introduction of menstrual pain leave in the country.The Court had opined that since there is a policy dimension surrounding the issue, the onus was on the Central government to make such a scheme a reality..This wasn't the first time the issue was brought before the courts. In 2020, the Delhi High Court issued a similar directive to the Central and Delhi governments in a petition that requested paid menstrual leave for women government employees, including daily wage and contractual workers.Despite these directives, there appears to be minimal or no action taken at the Central level to establish a nationwide framework for implementing paid menstrual leave..Why paid menstrual leave should be a reality in India: Legal experts weigh in
