{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,10,12]],"date-time":"2026-10-12T18:23:25Z","timestamp":1791829405240,"version":"4.3.4"},"reference-count":17,"publisher":"SAGE Publications","issue":"3","license":[{"start":{"date-parts":[[2026,8,28]],"date-time":"2026-08-28T00:00:00Z","timestamp":1787875200000},"content-version":"tdm","delay-in-days":0,"URL":"https:\/\/journals.sagepub.com\/page\/policies\/text-and-data-mining-license"}],"content-domain":{"domain":["journals.sagepub.com"],"crossmark-restriction":true},"short-container-title":["New Solut"],"published-print":{"date-parts":[[2026,11]]},"abstract":"<jats:p>Menstrual health and hygiene management has emerged as a critical concern in workplace equity and occupational health discourse, yet policies such as menstrual leave remain contested in India. The study explores the perceptions of corporate employees in Delhi NCR on menstrual leave policy. A descriptive study was conducted with 50 corporate employees (40 women, 10 men) in Delhi NCR, selected through purposive and snowball sampling. Data were gathered using gender-specific semistructured interviews and analyzed through frequency distributions and thematic analysis. Findings suggest varying levels of awareness among women but significant information gaps among men, alongside a near-absence of formal workplace policies. Despite this, a majority endorsed menstrual leave, citing enhanced comfort, performance, and inclusivity, while concerns centered on productivity, misuse, and reinforcement of gender stereotypes. The study argues that effective policy adoption requires more than provision; it necessitates cultural change, sensitization, and systemic support to normalize menstrual health and foster inclusive workplaces.<\/jats:p>","DOI":"10.1177\/10482911261482012","type":"journal-article","created":{"date-parts":[[2026,8,28]],"date-time":"2026-08-28T12:43:03Z","timestamp":1787920983000},"page":"330-343","update-policy":"https:\/\/doi.org\/10.1177\/sage-journals-update-policy","source":"Crossref","is-referenced-by-count":1,"title":["Cycles of Change: Understanding Corporate Employees\u2019 Perceptions of Menstrual Leave in Delhi NCR"],"prefix":"10.1177","volume":"36","author":[{"ORCID":"https:\/\/orcid.org\/0009-0006-6192-0507","authenticated-orcid":false,"family":"Nisha","sequence":"first","affiliation":[{"name":"Lady Irwin College"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0009-0005-5252-9146","authenticated-orcid":false,"given":"Sunaina","family":"Dua","sequence":"additional","affiliation":[{"name":"Lady Irwin College"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0009-0006-5989-4012","authenticated-orcid":false,"given":"Liza","family":"Attrey","sequence":"additional","affiliation":[{"name":"Lady Irwin College"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0009-0004-7682-4775","authenticated-orcid":false,"given":"Ruchi","family":"Kaushik","sequence":"additional","affiliation":[{"name":"Lady Irwin College"}],"role":[{"vocabulary":"crossref","role":"author"}]}],"member":"179","published-online":{"date-parts":[[2026,8,28]]},"reference":[{"key":"e_1_3_3_2_2","doi-asserted-by":"publisher","DOI":"10.1186\/s12939-016-0379-8"},{"key":"e_1_3_3_3_2","unstructured":"Menstrual health and hygiene management: a module for gender empowerment https:\/\/www.unesco.org\/en\/articles\/menstrual-health-and-hygiene-management-module-gender-empowerment (2023)."},{"key":"e_1_3_3_4_2","doi-asserted-by":"publisher","DOI":"10.46609\/IJSSER.2020.v05i05.016"},{"key":"e_1_3_3_5_2","doi-asserted-by":"publisher","DOI":"10.1007\/978-3-030-53269-7_9"},{"key":"e_1_3_3_6_2","doi-asserted-by":"publisher","DOI":"10.2307\/jj.11205259.6"},{"key":"e_1_3_3_7_2","unstructured":"Kumar A. Menstrual leave policy in India: Supreme Court ruling state initiatives & corporate practices. Techidata https:\/\/tarunias.com\/exams\/upsc-notes\/menstrual-leave-policy-in-india\/ (2025)."},{"key":"e_1_3_3_8_2","doi-asserted-by":"publisher","DOI":"10.4337\/9781035302567.00014"},{"key":"e_1_3_3_9_2","doi-asserted-by":"publisher","DOI":"10.46609\/IJSSER.2020.v05i05.016"},{"key":"e_1_3_3_10_2","doi-asserted-by":"crossref","unstructured":"Bhattacharya A Kumar S Pattnaik A. Menstrual leave at workplace: Employees\u2019 point of view https:\/\/www.indianjournals.com\/article\/pkjm-17-1-003 (2021).","DOI":"10.23862\/kiit-parikalpana\/2021\/v17\/i1\/209016"},{"key":"e_1_3_3_11_2","unstructured":"Abrol S. These countries are offering \u2018period leave\u2019 to women. Seriously. Should India follow suit? India Today March 7 2016 https:\/\/www.indiatoday.in\/lifestyle\/wellness\/story\/peiod-leave-uk-coexist-menstrual-leave-in-india-women-employees-311634-2016-03-03 (March 7 2016)."},{"key":"e_1_3_3_12_2","doi-asserted-by":"publisher","DOI":"10.3390\/su14084521"},{"key":"e_1_3_3_13_2","first-page":"1","volume-title":"U OxHRH J","author":"Colussi S","year":"2023","unstructured":"Colussi S, Hill E, Baird M. Engendering the right to work in international law: recognising menstruation and menopause in paid work. U OxHRH J 2023; 5: 1\u201340."},{"key":"e_1_3_3_14_2","doi-asserted-by":"publisher","DOI":"10.36106\/paripex\/7503993"},{"key":"e_1_3_3_15_2","unstructured":"Tnn India TO. Menstruation not handicap no need for paid leave: Smriti Irani. The Times of India December 15 2023 https:\/\/timesofindia.indiatimes.com\/india\/menstruation-not-handicap-no-need-for-paid-leave-smriti-irani\/articleshow\/105970964.cms (December 15 2023)."},{"key":"e_1_3_3_16_2","volume-title":"Menstrual leave in India \u2013 latest trends & perspectives","author":"Rk N","year":"2024","unstructured":"Rk N. Menstrual leave in India \u2013 latest trends & perspectives. BCP Associates LLP, https:\/\/bcpassociates.com\/menstrual-leave-in-india-latest-trends-perspectives\/#:\u223c:text=Zomato%20was%20at%20the%20forefront,for%20its%20female%20delivery%20partners (2024)."},{"key":"e_1_3_3_17_2","unstructured":"Manupatra. 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