Menstrual Leave in Zambia: Any lessons for Ghana?

Abstract

This paper examines the potential for Ghana to adopt menstrual leave policies by drawing lessons from Zambia’s pioneering "Mother’s Day" policy, introduced in 2015. Despite Ghana’s progressive steps toward gender equity, including the 2024 Gender Equity Act and free sanitary pad initiatives, its labour laws lack explicit provisions for menstrual health, leaving working women without mainstreamed support for menstruation-related challenges. The study highlights how menstrual pain and stigma undermine women’s productivity and workplace participation, as evidenced by the Ghana Women-Friendly Workplaces Report (2025) and research showing 96% of women report reduced stress with menstrual leave (Bhavsar, 2023).  Analyzing Zambia’s policy, which grants one day of paid leave monthly without medical justification, the paper argues for Ghana to integrate similar measures into its Labour Act, aligning with SDG 5 on gender equality. Critics caution against potential discrimination, but the paper emphasizes safeguards to prevent bias, citing Olsen’s (2024) human rights framework and Ghosh’s (2024) call for holistic menstrual health policies. By addressing legal gaps, combating stigma, and leveraging Ghana’s youthful demographic dividend, menstrual leave could enhance workplace inclusivity and economic productivity. The paper concludes with actionable recommendations for legislative reform, positioning Ghana to lead in gender-responsive labour policies in Africa.