Nairobi County Approves Two Menstrual Off Days Monthly for Women Staff

Nairobi County has formally approved the introduction of two menstrual off days each month for women employed at City Hall, marking a significant update to the county’s human resource framework. The decision follows a cabinet session chaired by Governor Johnson Sakaja and places menstrual health support within official HR policy for the first time. The move is designed to improve staff wellbeing while also addressing productivity challenges linked to menstrual health conditions.

The policy is anchored on evidence showing that menstrual health challenges, particularly dysmenorrhea, have a measurable impact on women’s ability to work effectively. Research referenced in the cabinet memorandum indicates that between 65 and 80 percent of women experience menstrual pain, with many reporting symptoms severe enough to disrupt daily tasks. By formally recognizing this reality, the county aims to create a more supportive and realistic working environment for its female workforce.

Women account for more than half of Nairobi County’s employees, making the effects of unmanaged menstrual health a system-wide issue rather than an individual concern. Reduced efficiency, presenteeism and compromised service delivery have all been linked to the pressure on women to report to work while unwell. Until now, menstrual health had not been acknowledged within HR policies, leaving many employees without structured support during difficult days.

Why did Nairobi County introduce menstrual health days?

The cabinet position paper outlines that the new policy responds directly to this long-standing gap. By allowing two Menstrual Health Days per month, the county provides a clear, standardized option for women who need time to recover, without creating additional financial strain on public resources. The policy is described as evidence-based and aligned with broader commitments to gender equality, decent work and inclusive governance.

Officials note that even a modest recovery of productivity losses would deliver meaningful institutional benefits. Improved concentration, reduced absenteeism linked to burnout and better morale are all expected outcomes. The focus is not on reduced working hours, but on ensuring that employees are able to perform at their best when they are on duty.

How will the menstrual off days policy be implemented?

Implementation will be led by the Public Service Management subsector in collaboration with the County Public Service Board. Clear guidelines will be rolled out across all departments to ensure consistency and prevent misuse. Sensitisation programs will also be introduced to help staff and supervisors understand the policy and its purpose.

Monitoring will be integrated into existing HR performance and employee wellbeing systems. Specific safeguards have been included to protect the privacy and dignity of female staff. These include confidentiality, assurance of no negative impact on performance appraisals and operational continuity for essential services through shift swaps and relief rosters.

Nairobi County’s decision places it among a growing list of governments recognizing menstrual health as a workplace issue. Countries with established menstrual leave entitlements include Zambia, Japan and South Korea, where the Labour Standards Act requires employers to grant one day of menstrual leave per month. Indonesia allows two statutory days taken during the first and second days of menstruation when pain is reported, while Spain introduced a similar measure in 2023.

By institutionalizing menstrual health days, Nairobi County signals a shift toward more inclusive public sector policies that reflect the realities of its workforce while maintaining service delivery standards.

By Modester Nasimiyu