Menstrual leave: countries where it is provided for

In Europe, it's available in Spain and Portugal. In Japan, it's been around since 1947. And in Italy?

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The pilot nation in Europe is Spain. menstrual leave (or "menstrual leave“) is provided for only in a limited number of countries and in very different ways. In some cases it is a right provided for by national law, in others it concerns only the public sector or specific companies.

Here are the main cases:
Spain. Since 2023, it has been the first European country to introduce leave for disabling menstrual periods. It is granted upon medical certification and is treated as leave for temporary incapacity, without a fixed limit of days established by law.
Portugal.  Starting in 2025, it will provide up to three days of paid leave, but only to those with endometriosis or adenomyosis that cause disabling menstrual pain and with a medical certificate. This is not a generalized menstrual leave.
India.  There is no national law, but some federal states (such as Bihar, Kerala, Odisha and Karnataka) have introduced forms of leave for certain categories of female workers or students.
Japan. Leave has existed here since 1947. Workers can ask not to work during their period if symptoms prevent it, but the pay depends on the employer or collective bargaining agreements.
South Korea. The law recognizes one day of menstrual leave per month. Compensation terms vary based on current legislation and applicable contracts.
Indonesia. The law allows for up to two days of leave at the start of the cycle, although practical implementation varies between companies.
Taiwan. Female workers are entitled to a few days of menstrual leave each year, in addition to their regular sick days, with specific pay rules.
China. There is no uniform national law, but several provinces recognize menstrual leave for female workers with a medical certificate.
Vietnam. Female workers are entitled to a break or period of paid leave during their period, according to labor law.
Zambia. Since 2015, one day of absence per month, known as “Mother's Day,” has been allowed without the need for a medical certificate.

In Italy, a law on menstrual leave has been under discussion since 2016, when four MPs (Romina Mura, Daniela Sbrollini, Simonetta Rubinato, and Maria Iacono) introduced a bill that, more or less, has the same characteristics as the legislation approved in Spain. The difference is that in Spain, much progress has been made on rights, while in Italy, things are going backwards.

And as usual, faced with delays and political procrastination, Italy is adopting a do-it-yourself approach . This time, companies are stepping up to introduce menstrual leave. The Ormesani Group, a Veneto-based company, and Traininpink have already introduced menstrual leave and have been even more generous than Spanish legislators. Female employees can obtain it without a medical certificate, simply by self-declaring that they have particularly painful periods . In 2026, Miccolis SpA , a public transport company, also signed an agreement with trade unions providing up to two days of paid menstrual leave per month (24 days per year) for female workers who suffer from menstrual-related conditions. To access the benefit, an annual medical certificate is sufficient.

In practice, menstrual leave works very similarly to a leave of absence or medical leave, but the rules vary depending on the country or company.

Typically, the mechanism is this:

  1. The worker is already authorized to benefit from it, because they have previously submitted the required documentation (if applicable). In many settings, an annual gynecological certificate attesting to a condition such as severe dysmenorrhea or endometriosis is sufficient, without having to submit a certificate every month.
  2. When symptoms appear, communicate the absence according to company procedures (for example via the HR portal, email or notification to the manager), selecting the reason "menstrual leave" or equivalent.
  3. The absence is recorded as dedicated leave and not as vacation or ordinary sick leave, if company regulations so provide. Depending on the applicable rules:
    • can be paid at 100%;
    • may be unpaid;
    • or be assimilated to the disease.

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