Nairobi County has stepped into the global spotlight after approving a bold and highly debated workplace policy granting women employed by the county two paid days off each month to address menstrual health needs.
The decision, endorsed by the , allows female staff to take time off during their menstrual period without drawing from their annual leave or sick leave entitlements. Officials say the policy is intended to promote dignity, honesty and wellbeing in the workplace, particularly for women who experience severe menstrual symptoms.
The announcement has generated intense public discussion across Kenya, drawing praise from gender advocates and health professionals, while also attracting criticism from those who fear unintended social and economic consequences.
A health issue long overlooked
For many supporters, the policy represents long-overdue recognition of a medical reality that has historically been ignored in formal workplaces. Menstrual pain, clinically referred to as dysmenorrhea, can involve debilitating cramps, migraines, nausea, fatigue and in some cases fainting. Health experts note that these symptoms can significantly reduce productivity and quality of life.
Advocates argue that forcing women to work through severe pain, or to falsely report illness to access sick leave, undermines workplace honesty and dignity.
“This policy is about acknowledging biological realities, not granting favours,” one women’s rights campaigner told local media. “Women should not have to suffer in silence or lie to protect their jobs.”
Kenyan broadcasters and online platforms quickly amplified the story, with many women sharing personal accounts of working through intense discomfort out of fear of being labelled weak or unprofessional.
Critics raise economic and social concerns
Despite widespread support, the policy has also faced sharp criticism. Opponents argue that menstrual leave could unintentionally reinforce negative stereotypes, portraying women as less dependable employees. Others warn it may quietly influence recruitment decisions, especially in a labour market where jobs are scarce and competition is high.
Some commentators expressed concern that employers, even subconsciously, may begin to view women as “more expensive” to employ due to additional paid leave days.
“In a country battling unemployment, we must be careful not to create policies that disadvantage women in hiring,” a labour analyst cautioned during a radio discussion.
There are also questions about implementation. Critics ask how the policy will be monitored, whether proof will be required, and how privacy will be protected. Without clear guidelines, some fear the policy could either be abused or, conversely, avoided by women worried about stigma.
A rare move in a global context
Globally, menstrual leave remains uncommon. Countries such as Japan, South Korea, Indonesia and Zambia have introduced some form of menstrual leave, but studies show usage is often low. In many cases, women avoid taking the leave because of workplace stigma, fear of retaliation or concerns about being seen as less committed.
Japan, which introduced menstrual leave decades ago, has reported declining uptake over the years as women choose to work through discomfort rather than draw attention to their condition.
This global experience is part of why Nairobi’s decision is being closely observed. Analysts say policy design alone is not enough; workplace culture will ultimately determine whether the initiative succeeds.
Implications for Africa
Nairobi’s move is particularly significant within the African context, where menstrual health has traditionally been treated as a private or taboo issue rather than a matter of public policy. In many countries, girls miss school during their periods due to pain, lack of sanitary products or inadequate facilities, while working women face similar challenges with even fewer protections.
Gender policy experts suggest the decision could encourage broader conversations about menstrual health, workplace flexibility and gender-sensitive labour policies across the continent.
“If implemented thoughtfully, this could be a turning point,” said a regional gender policy researcher. “But if mishandled, it risks becoming symbolic or even counterproductive.”
The road ahead
Much will depend on how Nairobi County enforces the policy and how managers and colleagues respond in practice. Supporters argue that clear guidelines, staff education and strong leadership will be essential to prevent discrimination or misuse.
What is undeniable is that a topic once confined to whispers has now entered mainstream policy debate. Nairobi County has forced employers, lawmakers and society at large to confront a fundamental question: how can workplaces be structured to recognise human realities without reinforcing inequality?
Whether this policy becomes a model for progressive reform or a cautionary tale will unfold in the months ahead. For now, Nairobi has ignited a conversation that extends far beyond county offices, touching on gender, health, economics and dignity in modern African workplaces.
Follow Africa Live News for more updates and in-depth analysis:
- Website: https://www.africalivenews.com
- X (Twitter): https://x.com/AfricaLiveNews
- Facebook: https://www.facebook.com/AfricaLiveNews
- Instagram: https://www.instagram.com/africalivenews
- TikTok: https://www.tiktok.com/@africalivenews
