Understanding Reproductive Health Leave: Empowering Employees and Promoting Workplace Wellness

menopausemenopause support
Written By Melanie White

Estimated Reading Time: 4 minutes

Reproductive health leave is a hotly debated topic. Some see it as more than just a policy - that it’s a commitment to employee wellbeing. But is it the answer - and does it boost employee satisfaction, morale, and productivity? This article explores what reproductive health leave entails, who is advocating for it, the arguments for and against, and for those who want to take action - how to implement an inclusive policy that works.

A Snapshot of the Current Landscape

While some public sector bodies such as the Victorian and Queensland governments have introduced provisions for up to 10 days of paid leave per year, the private sector lags behind.

Reproductive health leave (RHL) is still in early stages of recognition in Australia. While some public sector bodies such as the Victorian and Queensland governments have introduced provisions for up to 10 days of paid leave per year, the private sector lags behind.

Data shows that between January 2023 and March 2025, fewer than 2% of federal Enterprise Agreements included reproductive or menopause-related leave. While the public sector is making strides, most workplaces still rely on general sick leave to cover reproductive health-related absences.

Even so, policy movements are underway. A Senate Inquiry into Menopause and Perimenopause has recommended paid, gender-inclusive reproductive leave be added to the National Employment Standards (NES), but legislative action remains pending. Several unions are advocating for 12 days of paid reproductive leave annually, and a growing number of companies are voluntarily adopting more inclusive policies.

Why Reproductive Health Leave Matters

From menstruation and menopause to IVF and miscarriage, reproductive health can significantly affect a person's ability to work comfortably and productively. These aren’t just women’s issues - they impact a broad spectrum of employees. Accommodating reproductive health demonstrates a commitment to employee wellbeing and workplace equity.

Live conversations with clients reveal a growing appetite for proactive support:

"It seems early stages for many, so it's good to see some provision for the next 3 years in this proposed VCEA EBA."

"We're not there yet with a policy, but there's growing internal conversation. We're watching what public sector bodies do."

In structured environments like education and healthcare, where flexibility is limited, a clear leave policy often provides more certainty than informal arrangements.

State Governments: Victoria and Queensland have set the standard with 5–10 days of paid RHL.

Who's Leading the Charge

  • State Governments: Victoria and Queensland have set the standard with 5–10 days of paid RHL.

  • Unions: Health Services Union and others continue to push for NES inclusion.

  • Private Sector Leaders: Companies like Modibodi and Future Super offer menstrual or menopause-specific leave.

Employees, especially Gen Z, are also a driving force, increasingly demanding progressive policies around reproductive health as part of a broader push for workplace inclusion and equity.

To understand this shift within a global context, read our blog on investment in women's health and wellbeing.

So, is reproductive health leave a good idea? Or would separate guidelines, like a menopause guideline, be more appropriate?

Let’s look at the case for and against a formal leave entitlement.

The Case For Reproductive Health Leave

  • Retention & Engagement: Employees who feel supported are more likely to stay and be productive.

  • Healthier Workforce: Timely care can prevent chronic conditions and reduce long-term health costs.

  • Workplace Culture: Acknowledging reproductive health de-stigmatises conversations and creates inclusivity.

  • Economic Impact: Unaddressed reproductive health challenges cost billions annually in lost productivity.

A 2025 report from the Bankwest Curtin Economics Centre (BCEC) further quantifies the economic rationale for introducing paid reproductive health leave. The report estimates that each $1 invested in paid reproductive leave returns $1.70 in productivity gains, employee retention, and reduced absenteeism. The researchers argue that beyond the health imperative, “it simply makes good business sense” - employers who take action now are likely to reap both social and financial dividends.

For employers interested in actioning meaningful change, we recommend reviewing our guide on how to write a menopause workplace policy.

Concerns and Challenges

Hiring Bias: Employers may fear the added costs and risks of hiring people who may use the leave.

  • Stigma & Discrimination: Some worry formal RHL could backfire, especially in male-dominated industries, and particularly if leave is specific e.g. menopause leave.

  • Hiring Bias: Employers may fear the added costs and risks of hiring people who may use the leave.

  • False Solutions: Critics argue that leave alone doesn't fix the problem - workplace culture must change too.

Regarding false solutions, RHL may not create the cultural shift required to de-stigmatise women’s health concerns.

As Thea O'Connor from Menopause at Work said:

"Just giving leave means the workplace doesn’t have to change, because you are sending women home to do it in private."

For a deeper dive into how culture change supports policy, read our take on what makes a menopause workplace policy effective.

A Better Way Forward: Start With Consultation

At Sage, we recommend a consultative approach - one that aligns with best practice and was endorsed in the Senate Inquiry into Menopause and Perimenopause, which called for policies grounded in employee consultation and lived experience.

Ask employees what matters most: do they want a formal leave entitlements policy, flexible hours, menopause guidance statements, an upgraded EAP, autonomy to manage their own needs, or a combination of the above?

Employee-driven solutions are more likely to be accepted, effective, free from stigma - and tailored to the needs of the audience.

Some alternatives or supplements to RHL might include:

  • Flexible work arrangements with specific considerations for reproductive health, e.g. individual agency to adjust working hours.

  • Access to menopause and fertility health services

  • Education and awareness campaigns

  • Inclusive EAP offerings

We recommend consulting the workforce to find out what matters most: asking employees about all options from leave entitlements through to guidelines, EAP options and broader policies around healthy ageing.

If you're working within school environments, see our specific advice on creating a menopause policy for schools.

Conclusion: Reproductive Health Leave Is a Starting Point, Not the Finish Line

Reproductive health leave is not a silver bullet, but it is a critical signal that an organisation values and supports its employees. While implementation may vary across industries, the most important action is to start the conversation. Consult your workforce, learn from leaders, and tailor a solution that respects everyone’s needs. The future of workplace wellbeing is inclusive, responsive, and human-centric.

References and Resources

More Posts on Menopause

Featured
Understanding Menopause Joint Pain: Causes, Relief Strategies and What Every Woman Should Know
Understanding Menopause Joint Pain: Causes, Relief Strategies and What Every Woman Should Know
Navigating Menopause: Why Weight Gain Happens and Practical Tips to Manage It
Navigating Menopause: Why Weight Gain Happens and Practical Tips to Manage It

Menopause is a major transition that brings more than just hormonal shifts—it can impact many parts of a woman’s body and lifestyle, sometimes leading to weight gain. This isn’t just due to one factor but often a combination of changes in hormones, stress, sleep, and activity levels. Here’s a look at why weight gain can occur during peri and post-menopause and some practical things you can do about it.

Yes, you CAN get fit and shine while hot flushing. This is how.
Yes, you CAN get fit and shine while hot flushing. This is how.

I love exercise. It fills my cup. It makes me feel energised, powerful, strong and happy. Endorphins are my superpower. I’m inspired by the old ladies rocking it at my gym; all power to them and I want to be part of their tribe. I swear I’m going to die with weights in my hands.

Melanie White
Next

Understanding Post Menstrual Syndrome: Symptoms, Causes, and Effective Relief Strategies