{"id":17090,"date":"2026-03-14T10:39:40","date_gmt":"2026-03-14T10:39:40","guid":{"rendered":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/?p=17090"},"modified":"2026-03-14T10:51:06","modified_gmt":"2026-03-14T10:51:06","slug":"supreme-court-menstrual-leave-judgment-mansi-chaturvedi","status":"publish","type":"post","link":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/","title":{"rendered":"Supreme Court Warns Mandatory Menstrual Leave May Harm Women\u2019s Careers"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\" id=\"workplace-equality-and-menstrual-leave\"><span class=\"ez-toc-section\" id=\"Workplace_Equality_And_Menstrual_Leave\"><\/span>Workplace Equality And Menstrual Leave<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>In a significant observation concerning workplace equality and gender rights, the Supreme Court of India recently remarked that making menstrual leave mandatory could unintentionally harm women\u2019s participation in the workforce. The Court noted that although the intention behind such petitions may be to support women\u2019s health and dignity, mandating menstrual leave through judicial intervention may reinforce stereotypes about women\u2019s capabilities and potentially discourage employers from hiring them.<\/p><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #0c0c0c;color:#0c0c0c\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #0c0c0c;color:#0c0c0c\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#Workplace_Equality_And_Menstrual_Leave\" >Workplace Equality And Menstrual Leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#The_Case_Mansi_Chaturvedi_v_Union_Of_India_Others\" >The Case: Mansi Chaturvedi v. Union Of India &amp; Others<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#Supreme_Courts_Key_Observations\" >Supreme Court\u2019s Key Observations<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#Equality_Versus_Protective_Legislation\" >Equality Versus Protective Legislation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#Policy_Matters_Best_Left_To_The_Legislature\" >Policy Matters Best Left To The Legislature<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#Requirements_For_A_National_Framework\" >Requirements For A National Framework<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#The_Global_Debate_On_Menstrual_Leave\" >The Global Debate On Menstrual Leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#The_Indian_Context\" >The Indian Context<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#A_Larger_Question_Of_Workplace_Equality\" >A Larger Question Of Workplace Equality<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#Conclusion\" >Conclusion<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#Top_Lawyers_in_India_%E2%80%93_Search_by_City\" >Top Lawyers in India &#8211; Search by City<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#Top_Lawyers_in_Northern_India\" >Top Lawyers in Northern India<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#Top_Lawyers_in_Western_India\" >Top Lawyers in Western India<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#Top_Lawyers_in_Eastern_India\" >Top Lawyers in Eastern India<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#Top_Lawyers_in_Southern_India\" >Top Lawyers in Southern India<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/supreme-court-menstrual-leave-judgment-mansi-chaturvedi\/#Lawyers_from_Other_Cities\" >Lawyers from Other Cities<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n\n\n\n\n<p>The observations were made in <strong>Mansi Chaturvedi v. Union of India &amp; Others<\/strong>, where the petitioner sought directions for a nationwide policy providing mandatory paid menstrual leave for women in workplaces and educational institutions.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-case-mansi-chaturvedi-v-union-of-india\"><span class=\"ez-toc-section\" id=\"The_Case_Mansi_Chaturvedi_v_Union_Of_India_Others\"><\/span>The Case: Mansi Chaturvedi v. Union Of India &amp; Others<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The petitioner approached the Court seeking the formulation of a uniform national policy on menstrual leave. The plea argued that menstruation often involves physical discomfort and health complications, and that a mandatory leave policy would promote dignity, health, and workplace inclusivity for women.<\/p>\n\n\n\n<p>However, the Court was cautious about the broader implications of such a mandate.<\/p>\n\n\n\n<p>During the hearing, the bench observed that compulsory menstrual leave might lead to unintended discrimination in employment, as employers could perceive women as less reliable or more costly to employ.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"supreme-courts-key-observations\"><span class=\"ez-toc-section\" id=\"Supreme_Courts_Key_Observations\"><\/span>Supreme Court\u2019s Key Observations<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The Court expressed concern that a mandatory policy could reinforce outdated stereotypes about women in professional environments.<\/p>\n\n\n\n<p>According to the Court, petitions seeking such mandates may create the impression that women:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cstill have some natural issues,\u201d and<\/li>\n\n\n\n<li>\u201care not at par with male persons.\u201d<\/li>\n<\/ul>\n\n\n\n<p>The bench warned that such perceptions could have adverse consequences for women\u2019s careers, particularly in competitive sectors where employers may prioritize candidates perceived as having fewer interruptions.<\/p>\n\n\n\n<p>Thus, the Court highlighted a delicate balance between protective labour policies and gender equality in employment.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"equality-versus-protective-legislation\"><span class=\"ez-toc-section\" id=\"Equality_Versus_Protective_Legislation\"><\/span>Equality Versus Protective Legislation<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The debate around menstrual leave reflects a broader tension in labour law\u2014whether policies designed to protect women may inadvertently undermine substantive equality.<\/p>\n\n\n\n<p>Historically, labour laws often introduced special protections for women workers. While many such provisions were aimed at safeguarding health and welfare, critics argue that excessive protective measures sometimes reinforce gender bias.<\/p>\n\n\n\n<p>The Supreme Court\u2019s observations suggest that true equality may lie in creating flexible and inclusive workplace policies rather than imposing gender-specific mandates.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"policy-matters-best-left-to-the-legislature\"><span class=\"ez-toc-section\" id=\"Policy_Matters_Best_Left_To_The_Legislature\"><\/span>Policy Matters Best Left To The Legislature<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The Court also indicated that the issue of menstrual leave involves complex policy considerations relating to labour law, public health, and economic impact.<\/p>\n\n\n\n<p>Rather than directing the government to implement a mandatory scheme through judicial orders, the Court suggested that such matters are better addressed by the legislature or executive through comprehensive policy discussions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"requirements-for-a-national-framework\"><span class=\"ez-toc-section\" id=\"Requirements_For_A_National_Framework\"><\/span>Requirements For A National Framework<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>A national framework, if considered necessary, would require:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>consultations with employers and employees,<\/li>\n\n\n\n<li>medical and public health assessments, and<\/li>\n\n\n\n<li>economic impact studies on workplaces.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"global-debate-on-menstrual-leave\"><span class=\"ez-toc-section\" id=\"The_Global_Debate_On_Menstrual_Leave\"><\/span>The Global Debate On Menstrual Leave<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Several countries and regions have experimented with menstrual leave policies, including:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Country<\/th><th>Policy Overview<\/th><\/tr><\/thead><tbody><tr><td>Japan<\/td><td>Introduced menstrual leave provisions decades ago.<\/td><\/tr><tr><td>Indonesia<\/td><td>Labour laws allow limited menstrual leave.<\/td><\/tr><tr><td>Spain<\/td><td>Recently introduced paid menstrual leave for severe symptoms.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>However, even internationally, the policy remains controversial. Some scholars argue that menstrual leave can destigmatize women\u2019s health issues, while others warn that it might reinforce workplace discrimination.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-indian-context\"><span class=\"ez-toc-section\" id=\"The_Indian_Context\"><\/span>The Indian Context<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>In India, menstrual leave policies are currently not mandated at the national level. However, some private companies and educational institutions have voluntarily introduced such benefits.<\/p>\n\n\n\n<p>At the legislative level, proposals such as the <strong>Menstruation Benefits Bill<\/strong> have been introduced in the past but have not yet been enacted.<\/p>\n\n\n\n<p>The Supreme Court\u2019s observations indicate that any future policy must carefully balance women\u2019s health concerns with employment equality.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"larger-question-of-workplace-equality\"><span class=\"ez-toc-section\" id=\"A_Larger_Question_Of_Workplace_Equality\"><\/span>A Larger Question Of Workplace Equality<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The Court\u2019s remarks reflect a deeper constitutional concern: ensuring that well-intentioned reforms do not inadvertently create barriers to gender equality.<\/p>\n\n\n\n<p>In modern workplaces, the goal increasingly lies in building inclusive systems\u2014flexible work policies, health support, and gender-neutral leave structures\u2014rather than imposing mandatory gender-specific rules.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"conclusion\"><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span>Conclusion<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The observations in <strong>Mansi Chaturvedi v. Union of India &amp; Others<\/strong> highlight the complexity of addressing women\u2019s health issues within the framework of workplace equality.<\/p>\n\n\n\n<p>While acknowledging the genuine challenges faced by women during menstruation, the Supreme Court of India cautioned that making menstrual leave mandatory could unintentionally harm women\u2019s career prospects and reinforce gender stereotypes.<\/p>\n\n\n\n<p>Ultimately, the Court\u2019s message underscores an important constitutional principle: policies aimed at empowerment must strengthen equality, not unintentionally undermine it.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"top-lawyers-in-india\"><span class=\"ez-toc-section\" id=\"Top_Lawyers_in_India_%E2%80%93_Search_by_City\"><\/span>Top Lawyers in India &#8211; Search by City<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"northern-india-lawyers\"><span class=\"ez-toc-section\" id=\"Top_Lawyers_in_Northern_India\"><\/span>Top Lawyers in Northern India<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><a href=\"\/lawyers\/delhi.htm\">Delhi<\/a><\/td><td><a href=\"\/lawyers\/chandigarh.htm\">Chandigarh<\/a><\/td><td><a href=\"\/lawyers\/gurgaon.htm\">Gurgaon<\/a><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"western-india-lawyers\"><span class=\"ez-toc-section\" id=\"Top_Lawyers_in_Western_India\"><\/span>Top Lawyers in Western India<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><a href=\"\/lawyers\/bombay.htm\">Mumbai<\/a><\/td><td><a href=\"\/lawyers\/pune.htm\">Pune<\/a><\/td><td><a href=\"\/lawyers\/nagpur.htm\">Nagpur<\/a><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"eastern-india-lawyers\"><span class=\"ez-toc-section\" id=\"Top_Lawyers_in_Eastern_India\"><\/span>Top Lawyers in Eastern India<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><a href=\"\/lawyers\/calcutta.htm\">Kolkata<\/a><\/td><td><a href=\"\/lawyers\/guwahati.htm\">Guwahati<\/a><\/td><td><a href=\"\/lawyers\/dimapur.htm\">Dimapur<\/a><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"southern-india-lawyers\"><span class=\"ez-toc-section\" id=\"Top_Lawyers_in_Southern_India\"><\/span>Top Lawyers in Southern India<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><a href=\"\/lawyers\/chennai.htm\">Chennai<\/a><\/td><td><a href=\"\/lawyers\/bangalore.htm\">Bangalore<\/a><\/td><td><a href=\"\/lawyers\/hyderabad.htm\">Hyderabad<\/a><\/td><td><a href=\"\/lawyers\/visakhapatnam.htm\">Visakhapatnam<\/a><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"other-cities-lawyers\"><span class=\"ez-toc-section\" id=\"Lawyers_from_Other_Cities\"><\/span>Lawyers from Other Cities<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td colspan=\"4\"><a target=\"_blank\" href=\"\/lawyers\/lawyers_home.htm\" rel=\"noreferrer noopener\">Lawyers from Other Cities \u2013 Click Here<\/a><\/td><\/tr><\/tbody><\/table><\/figure>\n","protected":false},"excerpt":{"rendered":"<p>Workplace Equality And Menstrual Leave In a significant observation concerning workplace equality and gender rights, the Supreme Court of India recently remarked that making menstrual leave mandatory could unintentionally harm women\u2019s participation in the workforce. The Court noted that although the intention behind such petitions may be to support women\u2019s health and dignity, mandating menstrual<\/p>\n","protected":false},"author":555,"featured_media":17091,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_bbp_topic_count":0,"_bbp_reply_count":0,"_bbp_total_topic_count":0,"_bbp_total_reply_count":0,"_bbp_voice_count":0,"_bbp_anonymous_reply_count":0,"_bbp_topic_count_hidden":0,"_bbp_reply_count_hidden":0,"_bbp_forum_subforum_count":0,"two_page_speed":[],"_jetpack_memberships_contains_paid_content":false,"_joinchat":[],"footnotes":""},"categories":[101],"tags":[28,651],"class_list":{"0":"post-17090","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-woman-law","8":"tag-top-news","9":"tag-woman-law"},"jetpack_featured_media_url":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-content\/uploads\/2026\/03\/supreme-court-menstrual-leave-judgment-india.webp","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/posts\/17090","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/users\/555"}],"replies":[{"embeddable":true,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/comments?post=17090"}],"version-history":[{"count":0,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/posts\/17090\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/media\/17091"}],"wp:attachment":[{"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/media?parent=17090"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/categories?post=17090"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/tags?post=17090"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}