Back in 2016, Menopause Friendly Director Deborah Garlick struggled to find an employer with a menopause policy in the UK. Fast forward to today, and the landscape has significantly transformed in Britain. Recent research by the CIPD reveals that as many as 1 in 4 UK employers now have a menopause policy, with nearly half actively taking measures to support their employees.

But why is this significant in the Australian context?

Although we have been behind the eight ball for over a decade, supporting people through menopause within Australian workplaces is fast becoming an essential part of gender equity, safety and productivity agendas.

In Australia, many leading organizations have committed to being menopause-friendly. The Commonwealth Bank, Accenture, NSW Ambulance, The Parliament of Western Australia, Essential Energy and many more have started their journey not only because it’s simply the right thing to do, it also makes good business sense.

All organisations are concerned about their financial bottom line, and being menopause-friendly can save organisations money. This includes retaining talent, attracting new talent, reducing sick leave, and boosting productivity.

Retention of Valuable Employees: Menopause can be a challenging time for women, leading to them leaving work or adjusting their career ambitions. In Australia Circle In conducted a survey that revealed almost half of women had considered retiring or taking a break from work when their menopausal symptoms were severe and with 1 in 4 women suffering severe symptoms, this becomes significant.

Increased Productivity: By acknowledging and accommodating menopausal symptoms, employers can help alleviate physical and psychological barriers to productivity. This results in increased productivity as employees can focus on their work without distraction, discomfort or distress.

Enhanced Employee Well-being: Creating a menopause-friendly environment demonstrates a commitment to employee well-being and inclusivity, leading to improved mental health and job satisfaction when people feel supported.

The impact of an aging population in Australia means fewer people are entering the workforce. As more people retire, the talent pool diminishes, making recruitment more competitive. By displaying ‘The Menopause Friendly Accreditation’ badge on your job advertisements, you can attract more applicants to your organisation as you signal your commitment to employee engagement and satisfaction.

Menopause is covered by employment legislation in Australia, and in the UK the number of tribunals employers lose due to menopause-related issues is increasing. Losing at a tribunal is costly, with fines, employment lawyer fees, and a tarnished employment brand. Employees prefer working for employers who genuinely care about their well-being.

Display this unique badge with pride: It’s more than a tick-box or having a menopause policy. Creating a menopause-friendly workplace means making lasting, sustainable change.

Our members find that Menopause Friendly Membership makes it easier to do what’s best for your organisation with its unique workshops, events, and resources. Bonus: you’ll have the opportunity to collaborate with like-minded people from other Australian employers on the same journey.

The extra good news is that with our support, the benefits will significantly outweigh the costs of what you need to do.

Being part of this program saves you time and supports you in demonstrating the impact of what you’ve done, enabling you to achieve the Industry-Recognised Menopause Friendly Accreditation. This is the only accreditation of its kind.

You’ll be able to join the leading, inspirational Australian employers proud to wear the badge ‘Independently Accredited Menopause Friendly Employer.’

It is crucial that Australian employers become menopause-friendly to effectively support their employees. Creating an inclusive and supportive workplace environment benefits not only individuals experiencing menopause but the entire workforce. By acknowledging, understanding, and providing support for menopausal colleagues, employers can retain valuable employees, enhance productivity, and promote employee well-being. It’s time to break the silence surrounding menopause and ensure that women feel valued and supported throughout this natural phase of life.

Frankly, it’s no longer a nice to do. It’s no longer optional; it is mission critical.

So, are you ready to be an Independently Accredited Menopause Friendly Employer? Whether you’ve already begun or you’re starting from scratch, we’d love to help you. Find out how we can help here.