Chapter 3Impact on work and the economic consequences of menopause

The complex heterogeneity of menopause transition within the population of Australian women is reflected in the varied impacts of those symptoms on work and career. The notion of an ‘average’ impact is not applicable – some women will experience relatively mild symptoms that have only a minor impact on their work, while others will experience severe, debilitating symptoms that require extended breaks from the workforce.[1]

3.1This chapter explores the economic implications associated with menopause. For some women, menopause can contribute to leaving the workforce earlier, reduced superannuation balances and enhanced financial reliance on partners or family members.

3.2Firstly, this chapter discusses the experience of menopause at work for some women, including impacts on workforce participation, superannuation balances and hesitancy or inability to take on higher responsibility roles. It then discusses the data related to women’s workforce participation.

3.3Finally, the chapter examines potential supports available for women in the workforce including menopause-specific leave, greater flexibility and reasonable workplace adjustments. The chapter concludes with the committee’s view and recommendations.

The experience of menopause at work

3.4Inquiry participants spoke to their own personal experiences of limiting workforce participation, as they were forced to reduce hours at work, take on roles with less responsibility or, in some cases, leave the workforce altogether as a result of difficult menopause symptoms.[2] As explained in a submission to the inquiry:

While I have supportive managers and team (who I have not told the exact reason for my absences), I fear for my future career as I may need to reduce my work to part time to cope or wonder if I may need to consider leaving the workforce earlier than planned. This has stopped me putting my hand up for career progression opportunities because I fear that I could not cope with the extra responsibilities and pressure while enduring the current physical symptoms.[3]

Reduced workforce participation

3.5Some women also spoke about the impact of cognitive symptoms, such as brain fog, on their ability to recall important information, and the related impact on their professional confidence overall.[4] Naomi discussed the impacts of these symptoms on her professional and earning capacity:

Due to the effects of menopause, including severe brain fog, hot flushes, loss of cognitive function, anxiety, and depression, my ability to perform my work was greatly impaired. I felt unwell, inefficient, and of little use to my employers. My anxiety over the errors I was making merely made things worse. I ended up leaving my job of 15 years for a much lower-level position that was less stressful, just so I could remain employed and earning an income. This reduced my earning capacity yet increased my hours. … This in turn reduced my superannuation earnings, and any potential career progression I may have been able to achieve.[5]

3.6A mathematics teacher submitted that, due to the onset of menopause symptoms, she was forced to relinquish her full-time position for a part-time relief teaching:

… I had to make the decision to reduce my working hours and decrease the stress load. … I started off being able to work 4-5 days per week in a relief role but have now found that I am only able to put in 2-3 days per week due to the level of fatigue I experience and the amount of time.[6]

3.7Another submitter to the inquiry talked about the economic impact of reduced hours and the lack of flexibility of her employer:

I put in a request to work a 9-day compressed fortnight with a letter from my GP explaining that I had severe menopause and this request was rejected. I was told by my workplace that I could consider purchasing extra leave or going part time. Neither of these options would help me because it would mean a drop in my salary which I can’t afford given I pay my own mortgage and the general cost of living.[7]

The cumulative financial impacts of menopause

3.8Beyond the immediate impacts of needing to reduce working hours, submitters to the inquiry also highlighted the cumulative impact of menopause, including increased financial reliance on their partner, lessened superannuation contributions, and the additional financial burden of accessing menopause hormonal therapy (MHT).[8] For example, a submitter explained to the committee:

This change in working hours has significantly impacted my income and reduced the amount of super savings I will have in future. I am concerned as I am/will be, much more reliant on my husband’s earnings to support me now and in the future. Financial impacts are not only confined to loss of earnings and superannuation but also from medical expenses including Drs appointments, Specialist fees and scans, that have totalled more than $3000 during this period. There is also the on-going cost of the HRT prescriptions themselves which are around $80 per month.[9]

3.9Amanda, a woman in her early 60s, submitted that her undiagnosed and untreated symptoms led her to have limited capacity to work and live in poverty:

… Due to the undiagnosed symptoms, and consequently lack of correct medical care, I was only able to work part-time when I was in the prime of my working life, my late thirties forties and fifties. … So as a single parent, I was forced to live in poverty and also not accrue as much super as I needed, for a decent retirement. I am now medically retired at the age of 60.[10]

Future career prospects

3.10Other submitters to the inquiry emphasised the fears they had for future career prospects. These fears centred on their ability to maintain full time hours or apply for promotions asbeing dependent on effective management of their menopause symptoms and a stable supply of MHT treatment that assisted in managing the impact of symptoms at work.[11]

3.11For example, a submitter explained how her symptoms effectively ended any chance of further career progression:

I have been told that it is all in my mind, I have been told that every woman goes through this I should just get over it, I have been told that I am no longer up to the job and that I should settle for never progressing further in my career.[12]

3.12An inquiry participant reflected the anxiety of women having to manage symptoms and balance financial considerations at work:

Coming from the perspective of an individual, a single parent of a 14-year-old teen, the potential impact of my perimenopausal symptoms on my ability to maintain my Senior Management role is honestly frightening. The consequences of me not being able to work, or having to reduce the type of work I am capable of, would be catastrophic.[13]

Stigma in the workplace

3.13During the inquiry, stigma and taboo in relation to experiencing menopause symptoms were cited as having a direct impact on women’s ability to maximise workforce participation, take leave or access appropriate workplace supports.[14] As described by Ms Julia Angrisano from the Finance Sector Union of Australia:

The discussion of menopause remains taboo, and the inability to discuss the impacts and symptoms can affect a person's self-confidence and their ability to work productively. It's vital that we increase awareness of the impact that menopause can have or is having on individual workers. The symptoms of menopause are not well known, and the culture of silence means that the impact of menopause on workers is hidden.[15]

3.14Further, women may experience multiple layers of potential workplace discrimination through the functioning of ‘gendered ageism’. As Professor Kathleen Riach explained, gendered ageism:

… provides an important cultural backdrop to menopause as it means women may be more likely to hide menopausal experiences and symptoms for fear of being positioned as older and therefore of less relevance or importance in society due to gender-ageism stereotypes. Menopause bias also contributed to gendered ageist perceptions that mean women are overlooked or not considered a source of talent and development in and around the labour market.[16]

3.15Moreover, the prevalence of menopause stigma or taboo within the workplace can directly contribute to women being reluctant to disclose experiences of troublesome symptoms, request reasonable adjustments in the workplace and can – in extreme cases – lead to departures from the workforce altogether.[17]Dr Sianan Healy from Women’s Health Victoria highlighted:

We know that researchers have demonstrated that, while there's increasing visibility in the media about menopause and perimenopause, a lot of this is focused on individual determinants and on the so-called 'debilitating syndromes', which ultimately can end up reinforcing and exacerbating the stigma that women experience, and can also contribute to those barriers to workforce participation and to people either taking lower responsibility jobs or leaving the workforce earlier.[18]

3.16One submitter attempted to raise awareness of menopause in her workplace, but it was met by stigmatising comments from senior management:

I was asked by one senior manager not to talk about it as it made us look like a feminist movement and workplaces had managed fine until now.[19]

3.17This submitter also recounted the experience of another colleague’s fear of speaking up because of the lack of support they would receive from their manager:

Another lady said that she would lie about feeling unwell because her anxiety was so bad that she couldn’t face work but couldn’t talk to her manager so would say she had a cold or gastro rather than have the conversation around her actual menopause symptoms because she didn’t feel like they would understand or support her.[20]

3.18Dr Rebecca Mitchell of the Macquarie Menopause Research Group also explained that the limited number of older women in workplaces and senior leadership roles can further exacerbate issues of stigma, because there are limited role models who can address stigma through their working experience.[21]

3.19As elaborated by Maurice Blackburn Lawyers, workplaces have a responsibility to address stigma, noting that:

… issues related to workforce participation, in relation to menopause and perimenopause, centre around the extent to which an employer can destigmatise these issues in the workplace. In our experience, it is in workplaces where a culture of shame exists, that women avoid discussing their needs with their employer, and in turn, this can create the issues of reduced workforce participation and productivity.[22]

The cost of menopause to the economy and women’s workforce participation

3.20This section examines the impact of menopause on the economy and workforce participation. It considers the existing data as well as gaps and research needs.

Existing studies and research

3.21In October 2022, the Australian Institute of Superannuation Trustees (AIST) released a report that indicated that menopause costs female workers $17 billion each year in lost earnings and superannuation.[23] This research was based on an estimate of 25 per cent of menopausal women experiencing debilitating symptoms causing long term absences from work or forcing early retirement.[24]

3.22Further, AIST research in a 2023–24 pre-Budget submission referenced Australian Bureau of Statistics data which showed that 45 per cent of women retiring under the age of 55 did so due to sicknesses, injury or disability, and that women retired, on average, 7.4 years earlier than their male counterparts.[25] It is difficult to know the proportion of these women retiring due to the impacts of menopause specifically.

3.23AIST research also estimated that early retirement could cost women approximately $500000 in lost salary income and over $50000 in superannuation savings. Submitters citing this research, emphasised that the cost to the economy could amount to $15.2 billion in foregone earnings and superannuation annually.[26] Submitters also pointed out that this phenomenon contributes to the existing gender superannuation gap.[27]

3.24In their submission and at a hearing, based on their research, the Association of Superannuation Funds Australia (ASFA) also explained the key impact of menopause on a woman’s superannuation due time off work and reduced hours through a few illustrative scenarios:

A woman who is 51 (on average wages for age), and who shifts from full-time to part-time work (3 days per week) for a period of four years, would have around $25,000 less superannuation at retirement (assumed retirement age of 67).

A woman who is 51 (on average wages for age), and who leaves the workforce for a period of two years, would have around $30,000 less superannuation at retirement (assumed retirement age of 67).[28]

3.25Ms Toni Brendish, Interim Chair of the Policy and Engagement Committee at Chief Executive Women gave evidence to the committee about the potential impact of menopause on the economy:

Globally, addressing menopause could potentially contribute $120 billion to the economy, and an increase in the participation rate of five per cent of people aged 55 and over could add $48 billion to the Australian economy alone.[29]

Need for robust data

3.26The Australian Academy of Health and Medical Sciences took issue with the methodological limitations of the AIST data, noting that the financial estimates appear to be based on two United Kingdom studies that had substantial limitations.[30]

3.27In acknowledging that some women do experience debilitating symptoms of menopause that affect their workforce participation, some submitters identified the need for more robust data that assesses the impact of menopause symptoms on women’s workforce participation specifically, as well as the other drivers of economic disadvantage for women in midlife.[31] As noted by the Australian Academy of Health and Medical Sciences:

Whilst a growing number of women are working during their perimenopause and during their early post menopause years (menopausal stage), we need more robust data to establish whether (and if so, to what extent), being perimenopausal or postmenopausal is associated with reduced productivity or likelihood of leaving work – the availability of robust data currently limits our understanding of this issue and therefore our ability to responded [sic] appropriately, if needed.[32]

3.28In its submission to the inquiry, Jean Hailes for Women’s Health (Jean Hailes) discussed the need to understand the compounding economic disadvantage related to wage, superannuation and career opportunity losses across a woman’s lifespan.[33] It also noted the need to support women’s workforce participation at an earlier age, instead of just focussing on the cohort of women affected by perimenopause and menopause symptoms in isolation, referencing an ASFA research paper which:

… showed that the gap between median super balances between women and men are the same in the 25-29 age cohort and diverge in the 30-34 age cohort (presumably due to the motherhood penalty). In other words, there is already a striking difference between the median superannuation balances by the time women enter the 40-44 age cohort, the age range after which most women enter perimenopause.[34]

3.29Professor Susan Davis AO, Director of the Monash University Women’s Health Research Program, advised the committee of its Australian Women’s Midlife Years (AMY) Study, a ‘nationally representative study of Australian women aged 40 to 69 years, to understand the contemporary menopausal experience’.[35]

3.30Professor Davis flagged that whilst data collection from over 8 000 Australian women has been completed, data analysis is now being completed without any government funding. Professor Davis also emphasised the need for ‘good data’:

… we need good data and we don't need a bastardisation of my data where I see a budget submission saying that 30 percent of women can't work well because of menopause, whereas in fact our data show that only 3.3 per cent of women have poor work ability. I really want you to look carefully at the data that's being handed to you…[36]

3.31Ultimately, submitters pointed to the difficulties of drawing conclusions on the impact of menopause symptoms on women’s workforce participation without more robust data that specifies the impacts of symptoms, specifically on women’s work and careers, including early retirement.[37] At a hearing in Canberra, Ms Rochelle White of the Office for Women highlighted:

There isn't clear evidence about whether menopause is causing the uptake of paid or unpaid leave, or whether it is moving women to part-time work or to exiting the system. … We need some more research on how menopause is impacting different cohorts of women and their economic participation decisions, and the consequences for their economic security.[38]

Menopause leave

3.32The inquiry canvassed potential ways that employers can better support employees experiencing menopause in the workplace, including existing best practices, as well as recommendations for reform. It is important to note that many submissions did not support stand-alone menopause leave, but did support using existing levers to support women in the workplace.

Reproductive leave

3.33Some submitters were in support of the introduction of paid menopause and perimenopause leave, either as a standalone category or captured as part of a broader reproductive health leave.[39]

3.34Inquiry participants pointed to examples of existing reproductive health leave across the private and public sectors that are proving to be effective. Most of the existing leave initiatives incorporate a broad category of reproductive leave, or menstrual and menopause leave, rather than menopause specific leave. This is to ensure the leave encompasses experiences across a woman’s life course, such as painful menstruation, conditions such as endometriosis, and accessing reproductive healthcare services, such as in vitro fertilisation (IVF).[40]

3.35The quantum of days and the mechanisms for reproductive leave are different across different companies. By way of example, some of the existing arrangements for reproductive leave that were shared with the committee over the course of the inquiry include:

Future Group – Six paid days per year to manage symptoms of menopause and menstruation, available to all employees of Future Group;[41]

Aware Super – 10 days of paid menopause leave per financial year;[42]

CBUS – 12 days of paid menopause and menstrual leave included in the Enterprise Agreement;[43]

ModiBodi – 10 paid days per calendar year of menstruation, menopause and miscarriage leave;[44] and

Women’s Health Matters ACT – 24 days of paid reproductive health leave per calendar year.[45]

3.36Many of the aforementioned reproductive health leave policies are employed alongside a variety of supports, ensuring that the policy does not just provide leave in isolation. An example of one such leave policy in practice is provided below:

3.37Other examples of effective implementation of reproductive leave included the implementation of 10 days paid reproductive leave for workers in the Queensland Public Service,[50] and the introduction of a reproductive health leave clause in the Victoria Public Service Agreement 2024, providing five days of paid reproductive leave to Victorian Government employees.[51]

3.38It was also highlighted to the committee that, where menopause or reproductive leave policies have been implemented, there is often lesser uptake than anticipated.[52] For example, CBUS, as an industry super fund, put in 12 days of paid menopause and menstrual leave. Over a period of three years, and across over 700 staff, only 40 calendar days of menopause and menstrual leave were used.[53]

3.39Ms Kate Marshall, Senior National Assistant Secretary of the Health Services Union also emphasised the importance of a separate category of reproductive leave for women, noting that the burden of unpaid care work often means that women use their sick leave for caring responsibilities.[54]

3.40Further, it was argued by Ms Delaram Ansari of the Multicultural Centre for Women’s Health, that any implementation of menopause specific leave or reproductive health leave must be undertaken with an intersectional approach. She noted the:

… structural barriers or the systemic barriers that force a lot of migrants or refugee women to the casualised workforce or the underpaid workforce, be it aged care or child care, and that sometimes don't even allow someone to be able to take time off if there is no leave policy.[55]

3.41Menopause Friendly Australia also pointed to the fact that the Workplace Gender Equality Agency (WGEA) previously collected voluntary reporting data on action taken in the workplace in relation to menopause, including implementation of specific policies.[56] Ms Mary Wooldridge of WGEA further explained that voluntary reporting in the 2022–23 reporting period had 532 employers respond, with 65 indicating that they provided paid menopause leave.[57]

Enabling cultural change

3.42The committee heard that an important element of the implementation of reproductive leave or menopause leave was the need to also facilitate a supportive cultural shift towards these issues within the workplace.[58] As identified by Ms Laura Ricciardi of Women’s Health in the South East, summarising findings of a review of reproductive leave policies:

… there were positive findings in terms of the impact for both organisations and the employees, but that the leave needed to be surrounded by, or ensconced within, a positive cultural framework in the organisation.[59]

3.43It was further explained that the introduction of such leave can enable a process of destigmatisation of the experiences of menopause and perimenopause, or reproductive health issues, in the workplace where women and workplaces discuss these issues to facilitate uptake of leave.[60]

3.44Ms Christina Hobbs of Future Group further elaborated on the identified benefits noticed within the company after the implementation of their leave policy:

We know that women who are going through menopause, and also women who are menstruating, have reported that they feel more comfortable speaking about their symptoms because they're not applying for sick leave. Within the organisation, there's a growing acknowledgement that this isn't about sickness or illness; it's something natural. Women have reported that sense that this is a natural process, and understanding from the organisation has increased.[61]

3.45The Victorian Women’s Trust explained that this can have a clear economic benefit for companies:

Developing positive menstrual and menopausal policies across workplaces is not simply about accommodating a perfectly natural cycle within workplace culture. It is also about maximising the talents and capacities of women in the workforce. This also goes to maximising the productivity of a workplace.[62]

Reproductive leave in the National Employment Standards

3.46Another approach that was canvassed across the inquiry was to enshrine gender-inclusive reproductive leave in the National Employment Standards (NES) and modern awards.[63]

3.47The NES are a framework that exist under the Fair Work Act 2009. The NES entitles employees, among other things, to access ten days of personal/carer’s leave per year.[64] The recommendations related to paid reproductive leave were specified as being recommended for Part 2-2 Division7 of the NES and the recommendation was made for 10 days per year.[65]

3.48Women’s Legal Services Australia further explained:

This leave would offer support to workers who are trying to start a family, or to anyone who is managing some of the complex needs of the human body, which requires different levels of attention and maintenance over the life course. … In particular, WLSA propose it would cover perimenopause, menopause, menstruation, IVF and other assisted fertility treatments, and other forms of assisted reproductive health services such as vasectomy, hysterectomy and termination of pregnancy.[66]

3.49Other submitters, such as the Equality Rights Alliance, instead recommended that the government examine the adequacy of existing leave entitlements to cover menopause and perimenopause under the NES.[67]

Concerns with menopause specific leave

3.50Many participants in the inquiry were not supportive of menopause specific leave and expressed concerns about a potential backlash against women in the workplace.[68] For example, Ms Thea O’Connor from Menopause at Work Asia-Pacific told the committee:

I have quite mixed feelings on menopause specific leave. I've seen organisations where it works well and the leaders are right behind it and everyone is positive. But I think just giving leave means the workplace doesn't have to change, because you are sending women home to do it in private. Some of the surveys indicate that quite a large number of women would prefer to stay at work if they can just be given a little bit more support.[69]

3.51At a hearing in Sydney, Ms Grace Molloy of Menopause Friendly Australia further emphasised that ‘the top three things that women say would be most helpful at work don’t include leave’.[70] She explained that preferred mechanisms of management were workplace flexibility, a supportive manager and flexibility related to temperature and clothing within the workplace.[71]

3.52Other submitters cautioned against the introduction of menopause specific leave due to the potential risk of greater stigma, and leave posing an additional barrier to workforce participation and employability in mid-age.[72] Specifically, the Chief Executive Women submission cautioned ‘against the implementation of standalone “menopause leave” that risks further alienating a woman from her place of work’.[73]

3.53It was also argued that some workers may be unwilling to disclose their menopausal status in the workplace and so there could be unanticipated challenges with uptake of this leave.[74]

3.54Jean Hailes pointed to findings of the 2023 National Women’s Health Survey, which showed that more than four in five Australian women agreed with the statement that ‘some employers or co-workers would not be understanding if someone took menstrual or menopause leave’.[75] Further, seven in 10 Australian women believed employers would use menopause leave as an excuse to discriminate against women in the workplace.[76]

3.55The inquiry also canvassed the issues faced in accessing leave or flexible working arrangements across different industries. As articulated by Dr Sarah White, Chief Executive Officer of Jean Hailes for Women’s Health:

I think it's flexibility dependent on the workplace because there will be so many things that are dependent. We often talk about this from a position of privilege, where we're talking as knowledge workers. If you're a teacher, a nurse, even a female doctor, you're not going [to] go and sit in the menopause pod or take the leave—who, then, covers your ward rounds? We have to look at some middle ground. I know it's not a definite answer, but it's about co-designing what the women in that workforce and that workplace need. It might not be leave. It might be, but it might not be.[77]

3.56Ms Mary Wooldridge of the Workplace Gender Equality Agency took a similar view, noting that there had not been enough research into the impact of menopause leave:

The jury is still out in relation to leave. More information and evidence would be helpful on that.[78]

Flexibility in the workplace

3.57Many participants to the inquiry outlined that in many cases, individuals experiencing difficulty with their menopause symptoms may not require specific leave. Rather, they could manage these symptoms with reasonable adjustments in the workplace, including greater workplace flexibility.[79]

3.58Some participants to the inquiry outlined that in many cases, individuals experiencing difficulty with their menopause symptoms may not require specific leave. Rather, they could manage these symptoms with reasonable adjustments in the workplace, including greater workplace flexibility.

3.59As asserted by one submitter, accessing workplace flexibility was critical to staying an active participant in the workforce:

Early onset menopause disrupted my career trajectory. It had reduced workforce participation due to symptoms like fatigue, brain fog, and mood swings that affected my productivity. However, since COVID-19, the workforce has changed, and my current employment has given me the flexibility to better manage this and contribute to my full potential. I believe that I would have had to leave my position and the workforce if these arrangements were not an option.[80]

3.60Rebecca, an individual with lived experience, told the committee at a hearing in Melbourne the extent to which flexible workplace options enabled her to participate in her workplace:

… We have a very good flexible-workplace policy, and I thought maybe I just needed some reasonable adjustments. He was quite open—and, yes, my manager is a male. Thankfully, he was very open to the conversation. He did not make me feel uncomfortable about discussing this life transition. We did come up with a flexible work arrangement, which meant that I could work from home a couple of days a week to help with my sleeping, or, if I hadn't slept really well, at least I could lie in bed a bit longer and that type of thing.[81]

3.61Ms Grace Molloy, Chief Executive Officer and Co-Founder of Menopause Friendly Australia, emphasised:

For many women, simply coming to work and saying, 'I'm having a bit of a day', is all that's needed, knowing that that will be met with understanding and support. However, creating a safe environment where everyone feels comfortable talking about menopause at work takes intentional action on the part of employers.[82]

3.62While it was discussed that the reasonable adjustments required for a woman working in a hospital environment or school environment would differ significantly to a woman who works in an office and who can work from home, submitters pointed out that adjustments can be reasonably made across all workplaces with flexibility, a safe and supportive culture, and workplace adjustments.[83]

3.63Suggested examples of the types of reasonable adjustments that can make a meaningful difference for employees experiencing perimenopause symptoms included:

access to temperature regulation and ventilation;[84]

allowing for different start times for rostered workers;[85]

longer or more frequent breaks;[86]

access to cool drinking water, desk fans and refrigeration;[87]

access to uniforms made of breathable material or with short sleeves;[88]

adjustments to strict rostering practices to enable toilet breaks to manage heavy bleeding or hot flushes;[89] and

better access to toilets.[90]

Amendment of the Fair Work Act

3.64Some submitters suggested amending Section 65 (1A) of the Fair Work Act 2009 (the Act) as a potential way to ensuring that workplaces offer flexibility to women. Currently, Section 65 (1A) specifies the circumstances through which an employee can request a change to working arrangements, including access to flexible working arrangements.[91] These circumstances are currently listed as applicable if the employee:

is pregnant;

is a parent, or has the responsibility for the care of a child who is of school age or younger;

is a carer (under the Carer Recognition Act 2010);

has a disability;

is 55 years or older;

is experiencing family or domestic violence;

is providing care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because the member is experiencing family and domestic violence.[92]

3.65Submitters recommended that a new category should be added, which specifies symptoms of perimenopause, menopause or reproductive health as a reason for accessing flexible work under the Act.[93] Discussing the importance of this recommendation, Women’s Legal Services Australia stated:

Enshrining the right to request a flexible working arrangement based on reproductive health grounds would mean that employees feel more empowered to make a request on these grounds; have a process and rigour around making a request that extends to an ability to raise a dispute in the Fair Work Commission if their request is not accommodated; and are not just at the whim of their manager.[94]

Enabling a supportive culture to access workplace supports

3.66Submitters also stressed the importance of ensuring that workplaces engaged proactively with their staff to establish an environment where reasonable workplace adjustments could be requested and subsequently supported.[95]

3.67Ms Thea O’Connor, Founder and Director of Menopause at Work Asia-Pacific, commented:

The big issue here is that there is a lot of work to be done to raise the level of menopause literacy in our culture, and also for all workplaces to at least become menopause aware. That is going to take a multisector approach, with academics, workplace practitioners like us, doctors, allied health professionals and unions working together.[96]

3.68The intersection of workplace culture and the need for normalisation of issues related to menopause were also discussed by Ms Yumi Lee of the NSW Older Women’s Network:

… we should not be penalising women when they have had a lifetime of experience and skills that they can offer in the workplace. We should be making it easier for them to make that contribution. It just makes economic sense as well. So the normalisation of issues related to ageing, perimenopause and menopause will go a long way to that end.[97]

3.69Professor Helena Teede also underscored the importance of a workforce-wide approach being taken:

I would just implore us to make sure we take a holistic approach to women across the workforce. We shouldn't just leave it [to] individual employers; we should create an expectation about the culture of a work environment that can actually support not just women but marginalised groups more broadly.[98]

Resources to support employers to support menopausal employees

3.70Evidence to the inquiry highlighted different examples of resources that can support employers to establish supportive workplaces for workers experiencing the menopause transition.

Menopause Information Pack for Organisations (MIPO)

3.71Co-developed by researchers and academics from Monash University, the University of Glasgow and the University of Melbourne, the MIPO is a ‘free, open access suite of resources to help workplaces support menopausal transition informed by internationally recognised research’.[99]

3.72The MIPO provides resources under two categories: menopause-sensitive policies and menopause-savvy managers. The first category includes resources such as:

why is menopause a workplace issue;

health check of existing policies;

strategic decisions for menopause supportive workplaces; and

training decisions for menopause supportive workplaces.[100]

3.73In terms of resources to support managers to be menopause friendly, the following resources are available:

what to expect when you are (not) expecting the menopause: A guide for managers;

creative conversations for line managers and supervisors; and

working through menopause transition: a collaborative tool.[101]

The MAPLE Framework

3.74Professor Kathleen Riach also highlighted the MAPLE framework as a mechanism for supporting managers to consider reasonable adjustments within the workplace for employees experiencing the menopause transition. MAPLE stands for:

M for microleave – including starting or finishing early, flexibility around the workplace;

A for allyship – including managers taking on the responsibility of establishing a supportive culture for their employees to access supports, rather than the burden being placed on individual women;

P for physical environment – including looking at how the physical environment can be adjusted to better support employees in the menopause transition;

L for line management – including empowering line managers to make decisions that support women to continue to have meaningful workforce participation;

E for education awareness – including undertaking workplace specific menopause education and awareness training.[102]

Committee view

Lack of data

3.75The committee is extremely concerned by the lack of a comprehensive evidence base that measures the impact of menopause symptoms on women’s workforce participation, age of retirement, income and superannuation balances.

3.76While there has been some work undertaken to measure the impact of menopause on women’s workforce participation, the evidence does not clearly delineate the specific impacts of menopause in comparison to other factors that may contribute to women leaving the workforce at midlife. This is clearly insufficient to build a comprehensive understanding of how menopause impact women’s workforce participation and earnings.

3.77The experiences women shared with the committee indicate that for some women, menopause has had a significant impact on their career, ability to work and income. It points to the importance of developing a more robust evaluation of these issues to inform the development of policies to support women in the workplace.

3.78The committee recommends that the Australian Government commission research to undertake a comprehensive study to assess the economic impacts of menopause which clearly delineates the impact of symptoms of menopause on women’s workforce participation, income, superannuation, and age of retirement.

3.79The committee notes that the Workplace Gender Equality Agency (WGEA) has previously collected some data related to menopause leave in the workplace, but that this reporting no longer takes place.

3.80The committee is of the view that WGEA has a significant role to play in its data collection across leading Australian employers and is uniquely positioned to contribute to an enhanced evidence base by adding additional questions to its annual reporting. The collection of greater evidence on the existing approaches across organisations in Australia and the efficacy of these approaches will be useful to inform government policymakers.

3.81The committee recommends that the Australian Government introduce reforms to allow the Workplace Gender Equality Agency (WGEA) to re-commence data collection on the supports employers are providing, and their usage, for employees experiencing menopause and perimenopause, including specific workplace policies.

Stigma

3.82The committee also acknowledges that the issue of women’s workforce participation being impacted by perimenopause and menopause is multi-layered and has multiple drivers. It is highly concerning that in the 21st century, the operation of stigma and taboo in the workplace is an additional barrier for women’s full workforce participation. This is especially concerning as menopause is a natural phase of life that will affect more than half the population.

3.83All employers have a responsibility to address stigma around menopause in their workplaces. Implementing organisation wide menopause policies, promoting internal awareness for employees and managers about these issues and sharing menopause-specific workplace resources can all help to address menopause stigma.

Workplace supports

3.84The committee acknowledges that there are a variety of options available to employers to support employees, including provision of paid reproductive leave, reasonable workplace adjustments, and greater flexibility in the workplace. The committee is pleased to see the higher levels of attention being paid to this issue in workplaces across Australia and is hopeful that these initiatives will continue to develop as understanding and awareness of the impacts of menopause grow.

Menopause specific leave

3.85In relation to paid leave, the committee heard mixed views about the benefits of introducing menopause-specific leave, with many submitters expressing the view that it would have a negative impact on their experiences in the workplace. The committee notes various forms of reproductive health leave exist across the private and public sectors.

Workplace flexibility

3.86The committee notes that most submitters advocated for workplace flexibility and adjustments rather than the introduction of menopause-specific leave. The committee heard that, in most cases, women will only require access to reasonable adjustments and workplace flexibility to continue to be active contributors to the economy. The committee is of the view that ensuring access to flexible work arrangements is a critical tool to ensure that all women can continue to participate in the workforce for as long as they want.

3.87The committee notes the range of resources that have been developed to specifically support managers and employees, such as the Menopause Information Pack for Organizations and the MAPLE Framework, which provide useful information and strategies for employers and organisations.

3.88The committee acknowledges that the current operation of the legal framework in Australia does not provide any explicit legal protections or supports for women experiencing debilitating symptoms of menopause in the workplace and considers that the suggestions made to amend Section 65 of the Fair Work Act may be a potential remedy to this.

3.89The committee is of the view that there is merit in further evaluating the appropriateness and effectiveness of the existing legislative framework and whether changes to existing legislation, or development of new legislation, should be considered to ensure women can access flexible work arrangements when they need to.

3.90The committee recommends that the Australian Government consider amendments to Section 65 of the Fair Work Act 2009, to ensure women can access flexible working arrangements during menopause.

3.91The committee encourages Australian workplaces develop perimenopause and menopause workplace policies in consultation with their employees.

3.92The committee recommends that the Australian Government task the Department of Employment and Workplace Relations to undertake further research on the impact and effectiveness of sexual and reproductive health leave where it has been implemented in Australia and overseas, while giving consideration to introducing paid gender-inclusive reproductive leave in the National Employment Standards (NES) and modern awards.

Footnotes

[1]The Association of Superannuation Funds of Australia (ASFA), Submission 144, p. 5.

[2]See, for example, Name withheld, Submission 93, [p. 5], Name withheld, Submission 94, [p. 1], Name withheld, Submission 129, [p. 1]; Jill, Submission 224, p. 2; Maria, Submission 232, p. 1; Jodie, Submission 241, [p. 2]; Name withheld, Submission 88, [p. 2]; Name withheld, Submission 188, [p. 2]; Name withheld, Submission 207, [p. 1].

[3]Name withheld, Submission 186, [p. 1].

[4]See, for example, Dr Andrea Binks, Fellow, Australian and New Zealand College of Anaesthetists, Committee Hansard, 18 June 2024, p. 74; Name withheld, Submission 95, [p. 1]; Rebecca, Submission 193, [pp. 1–2]; Name withheld, Submission 198, [p. 1]; Ms Cilla de Lacy, Submission 223, p. 4; Jodie, Submission 241, [p. 2].

[5]Naomi, Submission 196; [pp. 1–2].

[6]Name withheld, Submission 88, [p. 1].

[7]Name withheld, Submission 93, [p. 5].

[8]See, for example, Sandy, Submission 75, p. 4; Name withheld, Submission 96, pp. 3–5; Name withheld, Submission 182, [p. 1]; Name withheld, Submission 206, p. 2; Name withheld, Submission 207, [p. 2]; Lisa, Submission 216, [p. 1].

[9]Name withheld, Submission 88, [p. 2].

[10]Amanda, Submission 210, [p. 1].

[11]See, for example, Name withheld, Submission 186, [p. 2]; Kelly, Submission 250, [p. 1].

[12]Name withheld, Submission 188, [p. 4].

[13]Name withheld, Submission 203, [p. 1].

[14]See, for example, SheListens Collective, Submission 13, p. 1; Department of Health Victoria, Submission 14, p. 9; Royal Australian College of Psychiatrists, Submission 19, p. 2; Maurice Blackburn Lawyers, Submission 20, pp. 1–3; Aware Super, Submission 26, p. 2; Finance Sector Union, Submission 29, pp. 4 and 6; Royal Women’s Hospital Melbourne, Submission 33, p. 6 and p. 8; Women’s Health in the North, Submission 36, p. 5; Professor Elizabeth Hill and Ms Sydney Colussi, Submission 48, p.2; Metluma, Submission 56 – Attachment 2, [p. 4]; Queensland Nurses and Midwives Union, Submission 107, p. 9; Royal Australian and New Zealand College of Obstetricians and Gynaecologists (RANZCOG), Submission 140, p. 4.

[15]Ms Julia Angrisano, National Secretary, Finance Sector Union of Australia, Committee Hansard, 17 June 2024, p. 27.

[16]Professor Kathleen Riach, Submission 162, p. 5.

[17]See, for example, Jodie, Submission 241, [p. 2]; Rebecca, Submission 193, pp. 1–2; Name withheld, Submission 215, [p. 1]; Amanda, Submission 210, [p. 1]; Jill, Submission 224, [pp. 1–2].

[18]Dr Sianan Healy, Senior Policy, Health Promotion and Advocacy Officer, Women’s Health Victoria, Committee Hansard, 18 June 2024, p. 33.

[19]Name withheld, Submission 247, [p. 3].

[20]Name withheld, Submission 247, [p. 3].

[21]Dr Rebecca Mitchell, Director, Health and Wellbeing Unit and Menopause Research Group, Macquarie Business School, Committee Hansard, 17 June 2024, p. 56.

[22]Maurice Blackburn Lawyers, Submission 20, pp. 1–2.

[23]See, for example, Tasmanian Government, Submission 6, [p. 2]; Department of Health Victoria, Submission 14, p. 4; Equality Rights Alliance, Submission 37, p. 7; Professor Elizabeth Hill and Ms Sydney Colussi, Submission 48, p. 2; AIA Australia, Submission 101, p. 5; Australian Medical Association, Submission 115, p. 2; The Office for Women, Submission 135 – Attachment 1, p. 4; Avalon Family Medical Practice, Submission 142, [p. 4]; RANZCOG, Submission 140, p. 2; Future Group, Submission 145, [p. 3]; SDA Union, Submission 156, p. 5.

[24]Tasmanian Government, Submission 6, [p. 2].

[25]Australian Institute of Superannuation Trustees, Measuring what matters: Understanding our economy and society while informing policy making,treasury.gov.au/sites/default/files/2023-03/c2023-379612-australian_institute_of_superannuation_trustees.pdf (accessed 21 August 2024).

[26]Queensland Nurses and Midwives Union, Submission 107, p. 5. See, for example, Chief Executive Women, Submission 136, p. 5; Women’s Health Services Network, Submission 149, p. 18;COTA Australia, Submission 165, p. 13; Australian Council of Trade Unions, Submission 178, pp. 5–6; Health Care Consumers’ Association, Submission 170, p. 5; Dr Sianan Healy, Senior Policy, Health Promotion and Advocacy Officer, Women’s Health Victoria, Committee Hansard, 18 June 2024, p. 33.

[27]ASFA, Submission 144, p. 2. See, for example, NSW Government, Submission 53, p. 3.

[28]Ms Mary Delahunty, Chief Executive Officer, Association of Superannuation Funds of Australia, Committee Hansard, 17 June 2024, p. 27.

[29]Ms Toni Brendish, Interim Chair, Policy and Engagement Committee, Chief Executive Women, Committee Hansard, 17 June 2024, p. 21.

[30]The Australian Academy of Health and Medical Sciences, Submission 27, pp. 6 and 9.

[31]See, for example, Royal Women’s Hospital Melbourne, Submission 33, pp. 3–4; Women’s Health and Research Program, Submission 11, pp. 2–3 and 6; Professor Susan Davis AO, Director, Monash University Women’s Health Research Program, Committee Hansard, 18 June 2024, pp. 8 and 11–12; Professor Helena Teede, Director, Monash Centre for Health Research and Implementation, Committee Hansard, 18 June 2024, p. 24; Professor Kathleen Riach, Submission 162, p. 2.

[32]Australian Academy of Health and Medical Sciences, Submission 27, p. 7.

[33]Jean Hailes for Women’s Health, Submission 119, p. 35.

[34]Jean Hailes for Women’s Health, Submission 119, p. 35.

[35]Professor Susan Davis AO, Director, Monash University Women’s Health Research Program, Committee Hansard, 18 June 2024, p. 8; Document tabled by Professor Susan Davis AO, the Australian Women’s Midlife Years (AMY) Study, [p. 1] (tabled 18 June 2024).

[36]Professor Susan Davis AO, Director, Monash University Women’s Health Research Program, Committee Hansard, 18 June 2024, p. 8.

[37]See, for example, RANZCOG, Submission 140, pp. 2–3; ASFA, Submission 144, p. 7; The Australian Academy of Health and Medical Sciences, Submission 27, pp. 6 and 9; Ms Patricia Sparrow, Chief Executive Officer, Council on the Ageing Australia, Committee Hansard, 30 July 2024, p. 60; Ms Helen Dalley-Fisher, Convener, Equality Rights Alliance, Committee Hansard, 30 July 2024, p. 52; Monash Centre for Health Research and Implementation, Submission 34, p. 3; Monash University Women’s Health Research Program, Submission 11, p. 2.

[38]Ms Rochelle White, Assistant Secretary, Social Policy and International Engagement, The Office for Women, Department of Prime Minister and Cabinet, Committee Hansard, 13 August 2024, p. 14.

[39]See, for example, COTA Australia, Submission 165, p. 6; Ms Rebecca Madill and Dr Alessandra Briglia, Submission 168, p. 2; Australian Services Union, Submission 173, [p. 3]; Australian Physiotherapy Association, Submission 10, [p. 5]; Department of Health Victoria, Submission 14, p.10; Pharmacy Guild of Australia, Submission 32, [p. 3]; Future Group, Submission 145, [p. 2].

[40]Queensland Unions, Submission 166, pp. 7–8.

[41]Future Group, Submission 145, [p. 3].

[42]Aware Super, Submission 26, [p. 1].

[43]Finance Sector Union, Submission 29, p. 11.

[44]Women’s Health in the North, Submission 36, p. 7.

[45]Women’s Health Matters ACT, Submission 116, p. 12.

[46]Victorian Women’s Trust, Submission 99, pp. 37–38.

[47]Victorian Women’s Trust, Submission 99, p. 37.

[48]Ms Mary Crooks AO, Executive Director, Victorian Women’s Trust, Committee Hansard, 18 June 2024, p. 46.

[49]Ms Mary Crooks AO, Executive Director, Victorian Women’s Trust, Committee Hansard, 18 June 2024, p. 47.

[50]Mr Grant Burton, Assistant Secretary, Queensland Nurses and Midwives Union, Committee Hansard, 29 July 2024, p. 2. See, for example, Ms Jacqueline King, General Secretary, Queensland Council of Unions, Committee Hansard, 29 July 2024, p. 60.

[51]Australian Council of Trade Unions, Submission 178, p. 14.

[52]See, for example, Ms Christina Hobbs, General Manager, Advocacy, Future Group, Committee Hansard, 17 June 2024, p. 34; Ms Mary Crooks AO, Executive Director, Victorian Women’s Trust, Committee Hansard, 18 June 2024, p. 46.

[53]Ms Angela Budai, National Policy Officer, Finance Sector Union of Australia, Committee Hansard, 17 June 2024, p. 31.

[54]Ms Kate Marshall, Senior National Assistant Secretary, Health Services Union, Committee Hansard, 30 July 2024, pp. 41–42.

[55]Ms Delaram Ansari, Research, Advocacy and Policy Manager, Multicultural Centre for Women’s Health, Committee Hansard, 18 June 2024, p. 34.

[56]Menopause Friendly Australia, Submission 147, [p. 2] and p. 7.

[57]Ms Mary Wooldridge, Chief Executive Officer, Workplace Gender Equality Agency, Committee Hansard, 13 August 2024, p. 13.

[58]Ms Laura Ricciardi, Sexual and Reproductive Health Lead, Women’s Health in the South East, Committee Hansard, 18 June 2024, p. 34.

[59]Ms Laura Ricciardi, Sexual and Reproductive Health Lead, Women’s Health in the South East, Committee Hansard, 18 June 2024, p. 34.

[60]Ms Mary Crooks AO, Executive Director, Victorian Women’s Trust, Committee Hansard, 18 June 2024, p. 46. See, for example, Ms Julia Angrisano, National Secretary, Finance Sector Union of Australia, Committee Hansard, 17 June 2024, pp. 33–34; Ms Christina Hobbs, General Manager, Advocacy, Future Group, Committee Hansard, 17 June 2024, p. 33.

[61]Ms Christina Hobbs, General Manager, Advocacy, Future Group, Committee Hansard, 17 June 2024, p. 33.

[62]Victorian Women’s Trust, Submission 99, p. 36.

[63]See, for example, Women’s Health Services Network, Submission 149, pp. 18–19; Victorian Trades Hall Council, Submission 164, p. 4; COTA Australia, Submission 165, p. 5.

[64]Queensland Council of Unions, Submission 166, p. 4.

[65]Women’s Legal Services Australia, Submission 171, pp. 11–12.

[66]Women’s Legal Services Australia, Submission 171, p. 12.

[67]Equality Rights Alliance, Submission 37, p. 8. See also, for example, Women’s Health Matters ACT, Submission 116, p. 4.

[68]See, for example, Professor Gita Mishra, Private capacity, Committee Hansard, 29 July 2024, p. 57; RANZCOG, Submission 140, p. 9 and pp. 11–12; Australian College of Midwives, Submission 157, p. 9; Professor Kathleen Riach, Submission 162, p. 9; The Office for Women, Submission 135, p. 5; Monash University Women’s Health Research Program, Submission 11, p. 6.

[69]Ms Thea O’Connor, Founder and Director, Menopause at Work Asia Pacific, Committee Hansard, 17 June 2024, p. 15.

[70]Ms Grace Molloy, Co-Founder and Chief Executive Officer, Menopause Friendly Australia, Committee Hansard, 17 June 2024, p. 15.

[71]Ms Grace Molloy, Co-Founder and Chief Executive Officer, Menopause Friendly Australia, Committee Hansard, 17 June 2024, p. 15.

[72]See, for example, Monash Centre for Health Research and Implementation, Submission 34, p. 15; Chief Executive Women, Submission 136, p. 11.

[73]Chief Executive Women, Submission 136, p. 11.

[74]See, for example, Equality Rights Alliance, Submission 37, pp. 8–9; Jean Hailes for Women’s Health, Submission 119, pp. 15–16; The Office for Women, Submission 135, p. 5.

[75]Jean Hailes for Women’s Health, Submission 119, p. 33.

[76]Jean Hailes for Women’s Health, Submission 119, p. 33.

[77]Dr Sarah White, Chief Executive Officer, Jean Hailes for Women’s Health, Committee Hansard, 18 June 2024, pp. 50–51.

[78]Ms Mary Wooldridge, Chief Executive Officer, Workplace Gender Equality Agency, Committee Hansard, 13 August 2024, p. 19.

[79]See, for example, Dr Kate Johnston-Ataata, Manager Policy, Health Promotion and Advocacy, Women’s Health Victoria, Committee Hansard, 18 June 2024, p. 34; Ms Jacqueline King, General Secretary, Queensland Council of Unions, Committee Hansard, 29 July 2024, p. 64.

[80]Name withheld, Submission 91, [p. 1].

[81]Rebecca, Private capacity, Committee Hansard, 18 June 2024, p. 40.

[82]Ms Grace Molloy, Co-Founder and Chief Executive Officer, Menopause Friendly Australia, Committee Hansard, 17 June 2024, p. 13.

[83]See, for example, Professor Jayashri Kulkarni, Director, HER Centre Australia, Committee Hansard, 30 July 2024, p. 14; Dr Andrea Binks, Fellow, Australian and New Zealand College of Anaesthetists, Committee Hansard, 18 June 2024, p. 72.

[84]Ms Yumi Lee, Chief Executive Officer, Wolder Women’s Network New South Wales, Committee Hansard, 17 June 2024, p. 46.

[85]Ms Kate Marshall, Senior National Assistant Secretary, Health Services Union, Committee Hansard, 30 July 2024, p. 40.

[86]Ms Kate Marshall, Senior National Assistant Secretary, Health Services Union, Committee Hansard, 30 July 2024, p. 40.

[87]Ms Kate Marshall, Senior National Assistant Secretary, Health Services Union, Committee Hansard, 30 July 2024, p. 40. See, for example, Australian Medical Association, Submission 115, p. 2.

[88]See, for example, RACGP, Submission 1, p. 7; Finance Sector Union, Submission 29, p. 7; Australian Longitudinal Study on Women’s Health, Submission 35, p. 23; Associate Professor Ravani Duggan, Submission 51, p. 4; ACTU, Submission 178, p. 11; Her Health & Aesthetics, Submission 179, [p. 3]; Elena, Submission 246, [p. 7]; Ms Sarah Haynes, Industrial Officer and Equity Officer, Shop, Distributive and Allied Employees Association, Committee Hansard, 6 August 2024, p. 36.

[89]ACTU, Submission 178, p. 11.

[90]Ms Claire King, Work Health and Safety Policy Officer, Australian Council of Trade Unions, Committee Hansard, 30 July 2024, pp. 38 and 40.

[91]Fair Work Act 2009, ss. 65(1A).

[92]Fair Work Act 2009, ss. 65(1A).

[93]See, for example, Finance Sector Union, Submission 29, p. 12; UnionsWA, Submission 152, p. 4; Shop, Distributive and Allied Employees’ Association, Submission 156, p. 4; Women’s Legal Services Australia, Submission 171, p. 5; Community and Public Sector Union (PSU Group), Submission 158, p. 3; Police Federation of Australia, Submission 176, p. 4; ACTU, Submission 178, p. 2.

[94]Women’s Legal Services Australia, Submission 171, p. 10.

[95]See, for example, Mr Grant Burton, Assistant Secretary, Queensland Nurses and Midwives Union, Committee Hansard, 29 July 2024, p. 5; Clinical Associate Professor Amanda Vincent, Early Menopause Lead, Monash Centre for Health Research and Implementation, Committee Hansard, 29 July 2024, p. 19; Ms Helen Dalley-Fisher, Convener, Equality Rights Alliance, Committee Hansard, 30 July 2024, p. 55.

[96]Ms Thea O’Connor, Founder and Director, Menopause at Work Asia Pacific, Committee Hansard, 17 June 2024, p. 14.

[97]Ms Yumi Lee, Chief Executive Officer, Older Women’s Network New South Wales, Committee Hansard, 17 June 2024, pp. 47–48.

[98]Professor Helena Teede, Director, Monash Centre for Health Research and Implementation, Committee Hansard, 18 June 2024, p. 25.

[99]MenopauseInformationPackforOrganizations,WhatisMIPO?www.menopauseatwork.org/about (accessed 22 August 2024).

[100]MenopauseInformationPackforOrganizations,OurFreeResources, www.menopauseatwork.org/free-resources (accessed 22 August 2024).

[101]MenopauseInformationPackforOrganizations,OurFreeResources, www.menopauseatwork.org/free-resources (accessed 22 August 2024).

[102]Professor Kathleen Riach, Professor of Organisation Studies, University of Glasgow and Monash University, Committee Hansard, 30 July 2024, pp. 66–67.