Nairobi County is drawing widespread attention after taking a bold and controversial step: female employees working for the county can now take two paid days off every month for menstrual health.
The new policy, approved by the Nairobi City County Government, allows women to stay home during their menstrual period without using their sick leave or annual leave.
Many supporters say the decision is long overdue, while critics argue it could create new problems.
The announcement, shared widely by Kenyan media outlets, places Nairobi among the first county governments in the country to officially recognise menstrual pain as a real workplace health concern.
For women who experience intense cramps, headaches, exhaustion, or other symptoms linked to dysmenorrhea, the move is being praised as a rare show of understanding at work.
“This is about dignity, health, and being honest,” supporters say. “Women shouldn’t have to act like nothing is wrong.”Still, the policy has not been welcomed by everyone.
Soon after it was announced, the decision sparked intense discussions on social media and radio stations across Kenya. Some critics worry that period leave could deepen stereotypes, making women appear less dependable at work. Others fear it could quietly affect employment choices, especially in a country where jobs are scarce and competition is tough.
“There’s a fear that women may be seen as more expensive to employ,” one analyst said, questioning whether the policy might end up harming the people it is meant to help.
Around the world, menstrual leave is uncommon. Countries such as Japan, South Korea, and Zambia have similar policies, but how they are used and enforced differs. In many cases, women avoid taking the leave because of fear of judgment or negative reactions.
Because of this, Nairobi’s decision is being closely watched, not only within Kenya but across Africa. Some wonder if it could encourage other governments to act, while others question whether it will stay largely symbolic or bring unexpected drawbacks.
One thing is certain: a topic once considered private is now part of public policy discussions. Whether Nairobi’s choice becomes a model for progress or a warning for others will depend on how it is applied and how employers respond.
