Colombia has taken a significant step forward in labor rights and public health by beginning to implement paid menstrual leave for women and menstruating people working in the public sector. The measure, which acknowledges the disabling effects that certain symptoms associated with the menstrual cycle can cause, represents progress toward building more humane work environments that are sensitive to physical well-being.
The implementation of this leave is part of the advances of the labor reform and the guidelines issued by the Administrative Department of Public Service (DAFP), an entity that seeks to promote decent working conditions with a focus on the health and overall well-being of public sector employees.
Although the measure currently applies exclusively to the public sector, it has opened a broader conversation about the need to recognize bodily care as a right rather than a taboo within the workplace.
Benefits of paid menstrual leave in Colombia
The benefit allows workers who experience disabling symptoms related to their menstrual cycle to work remotely for up to three consecutive business days per month, without affecting their salary, bonuses, incentives, or promotion processes. In addition, the leave is paid and cannot be used as grounds for sanctions or workplace discrimination.
The directive was formalized through External Circular 100-002-2025, issued in January 2025, in which DAFP urged entities within the executive branch to adopt concrete actions to guarantee the protection of menstrual rights and the well-being of their workers.
Symptoms of endometriosis, polycystic ovary syndrome, and dysmenorrhea
Menstrual leave is aimed particularly at those who suffer from medical conditions such as dysmenorrhea, endometriosis, or polycystic ovary syndrome (PCOS), conditions that can cause severe and limiting symptoms. Dysmenorrhea is characterized by intense menstrual pain, often accompanied by nausea, dizziness, vomiting, extreme fatigue, and difficulty concentrating.
Endometriosis, for its part, is a chronic disease in which tissue similar to the endometrium grows outside the uterus, causing intense pelvic pain, heavy bleeding, gastrointestinal discomfort, and, in some cases, infertility. These symptoms can significantly interfere with the ability to work in person.
Polycystic ovary syndrome can also cause hormonal imbalances, abdominal pain, inflammation, menstrual irregularities, and persistent fatigue. Taken together, these conditions highlight that not all menstrual cycles are the same and that, for many people, the pain is not a minor discomfort but a real obstacle to carrying out daily work duties.
A precedent for workplace equity
To access menstrual leave, applicants must submit a valid medical certificate issued by their treating physician, which is typically renewed every six months. This requirement seeks to ensure the appropriate use of the benefit without stigmatizing or revictimizing workers.
Some institutions have already begun implementing the measure. Colombia’s public media system, Radio Television Nacional de Colombia (RTVC), for example, issued a resolution allowing one day of paid leave and two days of remote work per month for those who require it.
This decision aligns with the Intersectoral Strategy for the Promotion of Menstrual Health and Care 2023–2031, considered a milestone in the pursuit of greater workplace equity in the country.