Women constitute over fifty percent of Nairobi County’s workforce, indicating that the impact manifests as diminished efficiency, heightened presenteeism, and impaired service delivery.
Until now, menstrual health had not been acknowledged within existing HR policies, frequently resulting in women being compelled to attend work while ailing.
The recently approved policy addresses this void by establishing two designated Menstrual Health Days each month, offering organised support without creating additional financial burdens on the county.
According to the cabinet position paper, the policy is grounded in evidence and corresponds with the county’s commitments to gender equality, fair employment, and inclusive governance. It observes that even a modest recovery of productivity losses would produce substantial institutional advantages.
Implementation shall be carried out by the Public Service Management subsector in conjunction with the County Public Service Board.
Clear guidelines and awareness initiatives will be implemented across all departments, with monitoring incorporated into existing HR performance and employee wellbeing frameworks.
Measures will be implemented to uphold the privacy and dignity of female staff at all levels. Confidentiality shall be maintained, with no adverse effects on performance evaluations or the continuity of essential services ensured through shift exchanges or relief rosters.
Other nations with recognised menstrual leave provisions include Zambia, Japan, and South Korea, where the Labour Standards Act mandates employers to provide one day of menstrual leave each month. Indonesia designates two statutory days, observed on the first and second days of menstruation when discomfort is experienced, while Spain implemented a comparable policy in 2023.
