Nairobi City County has approved a new workplace policy granting women employees two menstrual health days per month, a move aimed at improving employee wellbeing, productivity and gender equality within the public service.
The policy, endorsed by the County Executive Committee, formally recognises the impact of menstrual health challenges, particularly dysmenorrhea, on women’s ability to work effectively. Evidence cited by the county indicates that between 65 and 80 percent of women experience menstrual pain, with many reporting symptoms severe enough to disrupt daily activities and affect job performance.
Women account for more than half of Nairobi County’s workforce, with a large proportion being of reproductive age. Previously, menstrual health was not addressed in official human resource policies, forcing many employees to report for duty while unwell. County officials say this has contributed to reduced productivity, compromised service delivery and declining staff morale, alongside unquantified economic losses.
Under the new policy, women employees will be entitled to two designated menstrual health days each month without the need for medical certification and without deductions from sick or annual leave. The county has described the measure as evidence based and preventive, aligning with commitments to decent work, inclusive governance and gender equality.
“This policy recognises that menstrual health is a legitimate workplace issue with implications for productivity and institutional performance,” the county said in a statement. Officials added that even modest recovery of productivity losses would deliver meaningful organisational benefits.
Following approval, the County Public Service Board, working with the Public Service Management subsector, has been directed to formalise the policy within county human resource instruments. Clear implementation and sensitisation guidelines will be issued across departments, while monitoring will be integrated into existing employee wellbeing and performance management systems.
The county said the policy will not impose direct financial costs, as it will be implemented within existing administrative structures. Any incidental expenses will be absorbed within current budgets, with anticipated productivity gains expected to outweigh the costs.
Nairobi County’s decision is being hailed as one of the most progressive sub national menstrual health policies in Africa, though it is not the continent’s first menstrual leave initiative. Zambia remains the only African country with a national statutory menstrual leave provision, granting women one day off per month under labour law.
Analysts note, however, that Nairobi’s policy goes further in scope by offering two days per month and explicitly embedding menstrual health within public service human resource frameworks.
Globally, menstrual leave policies remain relatively rare and continue to generate debate. Countries such as Japan, Indonesia and South Korea have provisions allowing menstrual leave, although uptake has often been uneven due to stigma and workplace pressures. Advocates argue that clearly defined and institutionalised policies, such as Nairobi’s, help normalise menstrual health and reduce discrimination.
Labour and gender rights experts say Nairobi’s policy reflects a growing recognition that biological health needs must be accommodated in modern workplaces, particularly in the public sector, where governments are expected to set standards for inclusive employment practices.
