Menstrual Leave Without Manager Approval: Tata Steel’s Lesson
Explore Tata Steel’s menstrual leave example with Avinash Chate: a practical HR workshop on manager trust, respectful communication, privacy and reliable work cover.
Menstrual leave without manager approval lets employees use a defined benefit while managers arrange work cover. Tata Steel’s Raahat example offers a practical lesson in trust. A 2018 IET survey found 65% of surveyed mid-sized firms prioritised soft-skills training for new employees; managers need practice too.
TL;DR- Tata Steel’s published Raahat example separates using a defined benefit from seeking a superior’s approval.
- Managers can practise acknowledging the notification, protecting privacy and arranging work cover.
- HR defines the policy, eligibility and reporting process; managers apply it consistently.
- A useful workshop produces a response script, a cover plan and an agreed escalation route.
What does Tata Steel’s Raahat example teach managers?
In my video, I discuss Tata Steel’s Raahat policy and the difference between having leave available and being able to use it. The company’s 2018–19 human capital report records menstrual leave without a superior’s approval. My video describes the defined allowance as one day a month. The leadership lesson is about respecting that process. HR sets the entitlement and reporting route; the manager concentrates on keeping work covered. Use the documented example to examine how your own managers respond to an approved benefit.
Sales, Marketing and Customer Excellence programme with Shivpratap Multistate Nagari Co-operative Credit Society Ltd.Why can an extra approval step weaken employee trust?
My video contrasts two managerial responses. One manager asks the employee to justify needing rest, even when a defined policy exists. The other works with HR so the employee can use the allowance and notify the team. I put it plainly: “छुट्टी कंपनी का नियम है, boss का एहसान नहीं।” In English: leave is a company rule, not a favour from the boss. For a leadership discussion, ask where an informal permission step has crept into an agreed process and who can remove it.
| Moment | Behaviour to practise | What the observer checks | Owner |
|---|---|---|---|
| Employee notifies absence | Acknowledge and follow the agreed process | Calm, respectful wording | Manager |
| Urgent work needs cover | Assign a backup and communicate the task | Clear responsibility and deadline | Manager and backup |
| Policy question arises | Use the agreed HR route | Consistent answer across teams | HR |
| Team needs an update | Share cover arrangements | Only relevant work information is shared | Manager |
| Workshop follow-up | Review how the process was applied | Agreed behaviours are observable | HR and department head |
What should a manager say when the employee notifies them?
In a practice conversation, a manager could say: “Thanks for letting me know. I’ll arrange cover for today’s urgent work.” Where a short handover is practical, ask only for the task information needed and follow the company’s agreed process. Avoid asking employees to explain personal symptoms to the wider team. I would have managers rehearse the response aloud, then let an observer check its tone, clarity and respect for the policy. The learning is visible in what the manager actually says next.
Ink and Insights at HNIMR, Pune: Entrepreneurship, From Vision to Venture, Learning Through Books.How can managers arrange cover while respecting privacy?
Build work cover into normal team planning. Name a backup for recurring tasks, keep shared work instructions current and identify the few deadlines that need attention that day. The team needs to know who will handle the work and when the next update is due. Personal health details do not belong in that operational message. For a related discussion about support and continuity, read the Tata Motors employee leave bank lesson. The mechanisms differ, but both invite managers to make support usable.
What should HR clarify before changing the process?
Ask HR to define eligibility, allowance, notification, recording and the route for questions. If a policy is intended to work through self-certification, check whether the written instructions and the actual system follow that design. A supervisor should apply the company’s approved process, with exceptions referred to HR. The workshop can examine where employees receive conflicting instructions across departments. Use anonymised examples and keep individual health information out of the discussion. Agree who owns each clarification so the session leads to a consistent response.
What would a manager workshop on this topic include?
I would use a short case discussion, paired role-play and a team cover exercise. Begin with the Tata Steel video, identify the approval issue, then practise the notification conversation under your own approved policy. The observer watches for respectful language and clear task ownership. My behavioural training for managers can turn that discussion into actions people can repeat at work. HR should leave with an agreed response, an escalation contact and a plan to brief supervisors who were not in the room.
How can HR check whether behaviour changed after training?
Choose a few behaviours to review with HR after the workshop: managers use the agreed response, cover responsibilities are clear, and policy questions reach the correct person. Ask employees for feedback without requiring them to disclose personal experiences in a group. Compare the process before and after training using those observations. Keep individual health details out of workshop scorecards. A rise or fall in leave use alone does not tell you whether a manager communicates well; look at whether the agreed process is applied consistently.
How do you book a behavioural workshop with Avinash Chate?
I’m Avinash Chate, a TEDx speaker working with organisations on leadership, communication and employee behaviour. Share the manager group, the workplace situations you want to practise, the preferred language and session location. I deliver in English, Hindi and Marathi across India, including Pune, Mumbai, Chhatrapati Sambhajinagar and Sangli. The format and fee depend on the brief and duration. Request a behavioural training proposal for your managers through the enquiry form, or contact connect@avinashchate.com or 8793630001.
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Avinash Chate TEDx Speaker · Founder, The Future Corporate · 11+ yrs experience Avinash has trained Indian Army, BRO, RBI, BARC, JSW Steel and 1000+ corporate leaders across India. His work focuses on leadership development, communication skills, and behavioural training rooted in Indian values and modern business needs. |
Frequently Asked Questions
What does menstrual leave without manager approval mean?
Under a company-approved self-certification process, an employee uses the defined benefit and follows the notification and recording steps. The manager arranges work cover. HR should clearly explain the applicable allowance, eligibility and process so employees and supervisors receive the same instructions.
Did Tata Steel document menstrual leave without superior approval?
Yes. Tata Steel’s 2018–19 human capital report records Raahat menstrual leave without approval from a superior. In my video, I use that example to discuss the difference between offering a benefit and making it usable. The lesson focuses on trust and manager behaviour.
Does removing a separate approval mean there is no work planning?
Work planning remains necessary. Managers arrange backup coverage, share relevant task information and keep deadlines visible. HR owns policy clarification and the escalation route. A defined benefit can be used with clear responsibilities for continuity of work.
Can HR book a workshop on respectful leave conversations?
Yes. Avinash Chate can structure a behavioural workshop around your approved policy, manager conversations, privacy and work cover. Share your manager group, location, language and learning priorities through the enquiry form to request a proposal. Sessions are available across India in English, Hindi and Marathi.
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By Avinash Chate — Maharashtra’s #1 Corporate Trainer & Motivational Speaker. .