Nairobi City County Government has approved a policy granting two menstrual off days per month for its women employees, integrating the entitlement into the county’s Human Resource (HR) framework to improve staff wellbeing, productivity, and gender-responsive employment practices.
The policy was endorsed during a County Executive Committee meeting chaired by Governor Johnson Sakaja, making Nairobi the first devolved unit in Kenya to adopt a structured menstrual health leave policy for female staff.
Recognising Workplace Impact
“This policy recognises that menstrual health is a critical workplace wellness issue that directly affects employee performance,” the County Government said. Studies indicate that 65 to 80 percent of women experience menstrual pain, with many reporting symptoms severe enough to affect their ability to work.
Under the new framework, women employees can self-declare menstrual leave, which can be taken as a full day, half-day, or through remote work, depending on duties and individual needs.
Boosting Well-Being and Productivity
County officials highlighted that women make up more than half of Nairobi’s workforce, meaning menstrual health challenges significantly affect overall workplace efficiency, contributing to reduced productivity, higher presenteeism, and compromised service delivery.
Governor Sakaja said the policy aligns with the county’s commitment to inclusive governance, decent work, and gender equality, noting that it is evidence-based and designed to support, not disrupt, service delivery.
Safeguards and Implementation
The policy includes safeguards to prevent abuse and discrimination, with confidentiality protections, non-discrimination clauses, and gender-sensitivity training for supervisors included in the rollout. Monitoring and evaluation mechanisms will track usage and analyse the impact on productivity and employee wellbeing.
Broader Policy Context
Menstrual leave policies exist in countries such as Zambia, Japan, Spain, and South Korea, but Nairobi’s move is seen as groundbreaking in Kenya’s public sector. County officials said the policy complements ongoing efforts to make workplaces more inclusive and responsive to women’s health needs.
As implementation begins, county officials have pledged sensitisation campaigns and operational guidelines to ensure the policy benefits intended staff without affecting service delivery.