Nairobi County has stepped into the global spotlight after approving a bold and controversial workplace policy granting female county employees two paid days off each month for menstrual health.
Under the new policy, women working for the Nairobi City County Government can take time off during their menstrual period without using their annual or sick leave. The decision formally recognises menstrual pain as a legitimate workplace health concern, a move supporters describe as long overdue.
For many women who experience severe cramps, fatigue, migraines and other symptoms associated with dysmenorrhea, the policy is being hailed as a humane and progressive step. Advocates argue it promotes dignity, honesty and better health outcomes, noting that women should not be forced to work through pain or pretend they are fine.
“This is about recognising a real health issue,” supporters say, adding that the policy acknowledges realities women have long been expected to endure in silence.
However, the announcement has also sparked intense debate across Kenyan social media platforms and radio talk shows. Critics warn that the policy could unintentionally reinforce negative stereotypes about women in the workplace, portraying them as less reliable or less productive.
Others fear it could influence hiring decisions, especially in a highly competitive job market. Some commentators argue employers may view women as “more expensive” to hire, potentially putting female job seekers at a disadvantage.
Globally, menstrual leave remains uncommon. While countries such as Japan, South Korea and Zambia have introduced similar policies, their implementation and acceptance vary widely, and in many cases women hesitate to use the benefit due to stigma or fear of backlash.
As one of the first county governments in Kenya to adopt such a policy, Nairobi’s move is being closely watched across Africa. Observers are keen to see whether it will inspire similar initiatives elsewhere or raise new challenges in workplace equality debates.
What is certain is that menstruation, once considered a taboo topic, has now entered the public policy conversation. Whether Nairobi’s decision becomes a model for progress or a cautionary example will depend largely on how the policy is implemented and how employers and employees respond in practice.
Melissa Enoch
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