EXPLAINER: How menstrual leave could redefine workplace rights in Kenya

Nairobi County’s decision to grant women working at City Hall up to two days of menstrual health leave per month has sparked a national conversation on the future of workplace rights in Kenya.

The decision has positioned the capital as a testing ground for more gender-responsive labour policies.

The move, approved by the county government, formally recognises menstrual health as a legitimate workplace issue rather than a private matter to be endured in silence.

For many advocates, it represents a long-overdue acknowledgement of the realities women face at work and a shift towards policies that prioritise dignity, wellbeing and productivity.

Under the new policy, female employees at City Hall will be entitled to take up to two days off each month to manage menstrual pain or related health challenges.

County officials say the leave will be taken confidentially and will not negatively affect performance appraisals, promotions or professional evaluations.

Guidelines have also been put in place to ensure that essential county services continue uninterrupted, addressing concerns that the policy could disrupt service delivery.

By embedding safeguards into the framework, the county aims to balance employee welfare with operational efficiency.

Supporters argue that the policy challenges deeply entrenched workplace norms that have historically ignored or minimised women’s health needs.

By acknowledging menstrual health openly, Nairobi County is signalling a broader shift towards inclusive and responsive labour practices that reflect the lived experiences of women in the workforce.

Advocates say such recognition can help reduce absenteeism caused by untreated pain or illness, improve morale and foster a culture of trust between employers and employees.

Over time, they contend, these benefits could translate into higher productivity and stronger institutional loyalty.

Civil society organisations have welcomed the move as a milestone in the struggle for gender equity at work.

Zamara Foundation described the decision as an important step in recognising menstrual health as a workplace reality rather than a private burden.

“It affirms dignity, well-being, and productivity for women in public service,” the Nairobi-based feminist non-profit said, adding that policies that acknowledge women’s biological realities are essential for meaningful equality.

The Wangu Kanja Foundation also praised the decision, saying it acknowledges a reality women have lived with—and been punished for—at work for decades.

However, the organisation urged the county to go further, posing the question of access to free sanitary towels and other supportive measures that would complement menstrual leave.

The policy has also revived debate about whether menstrual leave should be adopted more broadly across Kenya’s public and private sectors.

If successfully implemented at City Hall, it could set a precedent for other county governments, State agencies and private employers to review their workplace policies.

Much like earlier reforms around maternity leave, paternity leave and breastfeeding spaces, menstrual health leave could gradually move from being seen as a progressive exception to a standard labour consideration.

Such a shift could accelerate wider conversations about gender-responsive workplaces, including flexible working arrangements, mental health support and improved occupational health standards.

Globally, Nairobi’s move places it among a growing number of jurisdictions that have formally recognised menstrual leave.

Countries such as Japan, South Korea, Indonesia, Taiwan, China, Zambia and Spain have varying forms of menstrual leave policies.

In Zambia, women are entitled to one menstrual leave day per month, commonly referred to as “Mother’s Day,” a framing that has itself attracted criticism for emphasising women’s reproductive roles.

Elsewhere, policies differ widely, with some employers offering one paid day off per month, others allowing remote work during menstruation, and some providing “well-being rooms” where employees can rest during working hours.

Despite the praise, critics have raised concerns about potential unintended consequences.

One argument is that menstrual leave could reinforce stereotypes that women are less capable or less reliable employees, potentially making them less attractive candidates for senior roles.

There are also fears that such policies could widen the gender wage gap if employers perceive women as more costly to employ.

Others worry that requiring employees to disclose menstruation, even confidentially, could expose them to subtle discrimination or discomfort, particularly in workplaces where discussions about menstruation remain taboo.

Cultural attitudes toward menstruation present another challenge. In many societies, including Kenya, menstruation is often treated as a private or even shameful topic.

Critics argue that formalising menstrual leave could inadvertently reinforce stigma by singling out menstruation as a problem requiring special treatment.

For some women, informing a supervisor that they are taking menstrual leave may feel intrusive or embarrassing, potentially discouraging uptake of the benefit.

Proponents counter that these concerns underscore the very stigma the policy seeks to dismantle.

They argue that menstrual leave can create space for open dialogue, helping to normalise conversations about menstrual health and reduce shame.

By recognising menstruation as a legitimate health issue—much like migraines or other recurring conditions—supporters believe workplaces can move toward more humane and realistic expectations of employees.

Health experts note that menstrual leave can particularly benefit individuals who experience severe symptoms or conditions such as dysmenorrhea, endometriosis, ovarian cysts or mood disorders linked to the menstrual cycle.

For these women, pain and fatigue can significantly disrupt daily activities, including work. Allowing time to rest and recover without penalty can improve overall health outcomes and long-term productivity.