‘It’s no longer shameful’: Nairobi women employees speak on menstrual leave policy
As Governor Sakaja introduces two monthly menstrual health days for female employees, County Attorney Christine Ireri is finalising the legal framework.
What you need to know:
- The policy grants female employees two days of menstrual leave each month, effective this month.
For two decades, Cynthia (not her real name) would dread her period at work. The need to navigate the day and face colleagues while managing her symptoms filled her with anxiety. To avoid compromising her work, she relied on the discretion of a single understanding boss to request a day off.
"It has not been easy. Most of us have taken days off without those around us, especially our colleagues, noticing."
However, following a milestone decision by the Nairobi County Government Cabinet last December, chaired by Governor Johnson Sakaja, Cynthia feels a sense of profound relief. What was once treated as a ‘shameful secret’ is now a matter of public policy.
“Some of my colleagues reach out now to check if I am well. I don't tell everyone, but for those who understand, we talk openly. I have experienced stigma many times; that is why I used to choose silence,” Cynthia said.
As Governor Sakaja introduces two monthly menstrual health days for female employees, County Attorney Christine Ireri is finalising the legal framework. The policy grants female employees two days of menstrual leave each month, effective this month.
Commending the policy, Ms Ireri stated that her office is collaborating with Human Resources to formally integrate the cabinet's decision into official HR policy. She advocated for other organisations and government ministries to follow the county's bold lead, which helps demystify menstruation and reduce stigma.
"This is a step toward ensuring women's menstrual health is recognised in the workplace and that women are supported," the county attorney said. "It's something we should embrace because it is natural. By pioneering this, Nairobi is opening up a nationwide discussion."
She clarified that the policy applies specifically to employees of the Nairobi City County government, not all workers within the county's geographic jurisdiction.
To facilitate a smooth transition and prevent misunderstandings, she confirmed that all departmental heads have been formally notified of the new policy. "We have made it very straightforward," she explained. "Supervisors, directors, chief officers, and CECs are all aware. If a woman requests these two days, grant them. Do not create unnecessary hurdles."
She added that the policy includes a hybrid work option, allowing female employees who wish to continue working from home during this time to do so.
Regarding concerns over potential impacts on work output, the attorney argued that productivity would likely increase. She explained that when employees feel valued, understood, and supported, they are more motivated to perform well. "The governor is a leader who recognises the need for women to take menstrual health days," she said. "This demonstrates his inclusive leadership and shows he relates to us as employees."
She also emphasised that the privacy of employees taking leave would be strictly protected to avoid any unwarranted scrutiny from the public.
Separately, Nairobi County Health Executive Suzanne Silantoi noted that the policy would help address the issue of presenteeism, where employees feel compelled to work while unwell.
Suzanne noted that women constitute nearly half of the county's 19,000 staff, underscoring their critical role in the administration's success.
“Key parameters for implementation include monitoring frameworks, the potential need for a tracking system, safeguards against abuse such as a self-declaration process to protect privacy and clear guidelines for supervisors,” she explained.
She clarified that the leave would consist of two consecutive days.
“Period leave is administered like other forms of leave. We acknowledge that all leave is prone to potential abuse,” she said. “We will implement sufficient measures to prevent exploitation of these two days and ensure the policy is not misused.”
She also called the stigma surrounding menstruation ‘ridiculous’, asserting that it must be addressed openly and without fear.
"This stigma prevents us from tackling specific health issues," she noted. "It's why some women endure painful periods for years without seeking help—the shame stops them from addressing what could be a serious underlying condition."
She added: "This same stigma is why sanitary products are not always readily accessible; people are afraid to simply go and pick them up when needed."
In response to critics who called the move politically motivated, Governor Sakaja dismissed the claim as an unfair characterisation that undervalues women's needs.
"Those who claim this is political are being insincere," Governor Sakaja told Nation. "I have been in office for three years, and this is part of a series of women's issues my administration has addressed. Let them wait until 2027 to see what real politics looks like but for now, let's not conflate the two. We are the first county to take this step because we value all our employees."
The period leave policy is more common in Asia, with five countries: Japan, Taiwan, Indonesia, South Korea, and China having adopted similar measures. However, women there often avoid using the policy for fear of being perceived as weak by male colleagues.
However, women often avoid using the policy for fear of being branded weak by male colleagues. In Japan, for example, women interviewed by The Guardian said they skip menstrual leave because it is unpaid and carries a social stigma. Menstruation remains a workplace taboo, rarely discussed openly.
In Kenya, reproductive health experts have long advocated for employers to adopt menstrual leave policies. Dr Eliphas Gitonga, a population and reproductive health expert, emphasised in an earlier interview that the time for such measures is now.
“Our Constitution guarantees every person the right to health. Menstrual health is an integral part of reproductive health rights,” he stated. “Women need time to attend to their unique biological needs, rest, and return to work more productive.”
Dr Gitonga also highlighted that paid menstrual leave is already established in several Asian and European countries such as Japan, South Korea, and Spain, where women are entitled to up to three days of paid leave per month.
He added that the World Health Organization recognises menstrual health as a fundamental human right tied to gender equality. On that basis, he recommended employers provide menstrual leave of at least three to five days.
Nonetheless, Dr Gitonga cautioned that the policy could inadvertently reinforce workplace stigma and discrimination, potentially hindering women's professional advancement. "Employers may see menstrual leave as a cost and hesitate to hire or promote women, fearing higher absenteeism," he warned.
Similar concerns about unintended consequences have been raised by employers. In a May 2025 interview, Jacqueline Mugo, executive director and CEO of the Federation of Kenya Employers (FKE), questioned the effectiveness of a standalone menstrual leave policy. "To me, all these things, while well-intended, can silently increase bias against women, especially in employment," she said.
"I believe menstrual leave should be managed on a case-by-case basis," she said. "Objectively, a standardised policy could further jeopardise women's chances of climbing the corporate ladder. Consider that women already hold less than 30 per cent of senior positions."
Instead, the FKE chief advocated for flexible work arrangements such as remote work, a practice gaining global traction. "This would empower women to choose to work from home during their period without the concern of colleagues knowing they are menstruating," she added.
Additional reporting by Moraa Obiria
