MUMBAI: In a first of sorts for the engineering and construction industry, Larsen & Toubro chairman S N Subrahmanyan introduced a one-day menstrual leave facility every month for the company’s women staff.
The announcement came during Women’s Day celebrations at the Powai office in Mumbai where the chairman addressed 350 women employees.
The organisation’s workforce of 60,000 includes about 5,000 women employees, representing 9% of total staff. The policy excludes L&T’s non-construction and non-engineering businesses such as financial and technology services. That’s because these businesses have work-from-home and flexible work arrangements, while the main L&T operations have an office-based working policy.
The menstrual leave provision is a pioneering step for a progressive workplace policy in the industry that L&T operates in.Thursday’s announcement follows Subrahmanyan’s earlier contentious statement suggesting a 90-hour work week for employees while also expressing disappointment about the inability to implement working on Sundays.
Specific details regarding the implementation of the 12-day annual menstrual leave policy remain undetermined, including its commencement date, and whether it constitutes additional paid leave beyond existing entitlements and the permissible timing within the menstrual cycle.
While India lacks national legislation on menstrual leave, several organisations such as AU Small Finance Bank, Orient Electric (part of CK Birla Group), Swiggy and Zomato and states like Odisha, Bihar and Kerala have independently adopted such a policy to support women’s health and well-being. A proposed bill addressing women’s rights to menstrual leave and free menstrual products awaits enactment.
According to KS Legal and Associates’ managing partner Sonam Chandwani, despite positive intentions behind menstrual leave policies, practical issues exist. “While it recognises biological differences and supports workplace inclusivity, it could unintentionally reinforce gender biases. Employers might hesitate to hire or promote women in roles requiring continuous availability, fearing additional leave requirements like maternity leaves. This could set back workplace equality,” she said.