By Benadeta Mwaura - Reporter
Kenya, December 16 2025 - In a landmark move on December 16, 2025, Nairobi City County became the first county in Kenya to formally adopt two monthly Menstrual Health Days for its women employees as part of its human resource policies.
The decision was approved by the County Executive Committee during a meeting chaired by Governor Johnson Sakaja and incorporated into the county’s HR framework.
What the Policy Provides
Under the new policy, women staff in Nairobi County government are entitled to two days off each month specifically to accommodate menstrual health needs, recognizing that menstrual conditions such as dysmenorrhea (severe menstrual pain) can significantly affect wellbeing and workplace performance.
The county’s executive memorandum noted that studies show between 65% and 80% of women experience menstrual pain, with many reporting symptoms severe enough to impact productivity at work.
Women make up more than half of Nairobi County’s workforce, meaning menstrual health challenges have previously contributed to reduced efficiency and increased presenteeism, staff being present at work but not fully functional due to discomfort.
Governor Johnson Sakaja presided over the approval, reflecting a broader commitment by the county government to enhance employee wellbeing and workplace inclusivity.
While specific direct quotes from Sakaja at the session have not yet been published verbatim, local reports emphasize that the policy aims to formalize menstrual health support within county HR guidelines to improve both wellbeing and productivity for women staff.
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This initiative aligns with global and regional practices in workplaces that recognize menstrual health as part of overall employee welfare. For example, countries such as Indonesia, Japan, and Spain have various forms of menstrual leave or health days in place, and Zambia is recognised in Africa for its formal menstrual leave policy.
Menstrual health has long been recognised as a public health issue in Kenya. National efforts such as the Menstrual Hygiene Management (MHM) policy aim to improve access to menstrual products and hygiene education, but workplace provisions have lagged ehind broader service delivery and education reforms.
Experts argue that policies like menstrual health days acknowledge not just dignity and health but also gender equity in employment, by reducing barriers that have previously forced women to choose between working while ill or losing income.
However, commentary from health observers has emphasised that leave provisions must be part of comprehensive menstrual health support, including access to menstrual products, sanitation facilities and stigma reduction.
Kenya’s Ministry of Health and partners like UNFPA have been advocating for better menstrual health services and policies, stating that menstrual challenges, including period poverty and lack of access to sanitary products, remain significant barriers for women and girls in school and employment.
Initiatives such as pad banks and menstrual hygiene outreach programmes highlight ongoing efforts beyond leave policies to support women’s health and dignity.
