Congratulations on starting your journey to being a Menopause Friendly Employer.

Checkout to pay your first year fee and get instant access to genuinely helpful support and resources to help you on your journey.



Checkout here to pay your first year fee. There are two payment options:

  1. Pay by invoice: you'll recieve access to your membership immediately, and we will send an invoice to the email address specified in the checkout form, with the billing details provided. If you require a PO number, please provide it so we can include it on the invoice.
  2. Pay by card: you'll recieve access to your membership instantly.


Your renewal fee will be charged one year from now and each year thereafter using the payment method specified. This can be updated at any time in your "my account" section in your membership.


When you achieve The Menopause Friendly Accreditation, your renewal fee will automatically be updated to the discounted rate.


By registering for Menopause Friendly Membership, you will be the "parent user" for your organisation. You will have the option to add up to 6 additional users in the "sub-users" section of your "my account" page.

The compelling cases for menopause friendly policies

Menopause is likely to impact a substantial number of your workforce. While menopause friendly policies are not mandatory, they are certainly more than just ‘nice to have’. Putting a policy and/or guidance document in place demonstrates your commitment to your colleagues’ health and wellbeing and establishes you as an employer who recognises diversity and supports and accommodates all aspects of wellbeing. They enhance not only the overall experience of your employees but also contribute to a more productive and resilient workforce. 

Many organisations are sitting up and taking notice of how menopause awareness can boost their business. Some may be starting their journey, others are building a business case to get buy-in from senior leaders.  

Here, we’ll explore the five compelling reasons for introducing menopause awareness, helping to support your business case and building on your existing initiatives. We’ll also look at considerations around what to include in your menopause friendly policies and who your stakeholders might be. 

Why menopause friendly policies now? 

First, let’s just recap why we’re talking about this now. Menopause has always been around. 100 years ago, menopause arrived around age 57, now menopause occurs on average between the ages of 45 and 55 and many in Australia will live until they’re 85. So, it’s now occurring around the mid-point in our lives, and most of us are at work as we go through the menopause transition.  

So it’s something that workplaces need to understand and support, for people to continue to contribute and thrive at work.  

The demographic case 

A staggering 80% of people go through menopause while they’re working. Symptoms can’t just be left at the door, and things like joint pain, headaches and an inability to sleep can really impact people in the workplace.  

Some of the psychological symptoms can also have a big impact, like lack of concentration, brain fog, heightened stress and anxiety can leave people feeling they can’t cope with things they used to.  

We want to prevent some of the alarming statistics we see of people not applying for promotions, retiring early or going part-time.  

The business case 

Many people take time off work to cope with symptoms. Others find it difficult to perform in the same way they used to. Most don’t feel comfortable talking about it so we rarely disclose menopause as the reason for taking leave or resigning. A high turnover rate can cost a business dearly, not only in recruitment and the cost of retraining, but also in lost experience. The Australian HR Institute estimates the cost to businesses of replacing one person could be as high as 150% to 200% of their salary.  

Just one person leaving work early is a big cost for an organisation, especially if it’s preventable.  

The productivity case 

The Australian Bureau of Statistics tells us that women intend to retire at 64 but the average age is actually 52, a huge amount of lost productivity. Symptoms of perimenopause – the time leading up to menopause – can start much sooner than we think, in our late 30s and early 40s.  

By the time we reach menopause around age 51, many have been struggling with symptoms at work and haven’t felt able to speak about it. The Australian Institute of Superannuation Trustees estimates this costs a staggering $17bn per year to the economy.  

The legal case 

While there are no legal requirements to have a menopause friendly policy in place right now, it is good practice. There is a Senate inquiry into menopause with many calling for increased legal protection for menopausal people. It can be confusing and difficult for managers to understand how to implement changes and support people in the right way. Creating a guidance or policy can help support managers to have respectful, supportive conversations and put in place reasonable adjustments.  

Respect at Work, Safe Work Australia and Fair Work Commission all represent different parts of legislation covering the rights of menopausal people.  

Respect at Work (discrimination) protects on the basis of age and gender. Menopause is not a protected right in itself, however it is covered by these two characteristics. Having a policy in place that addresses the symptoms of menopause and highlights what support is in place can minimise legal risk and create a great environment at work.  

Safe Work Australia (health and safety). Harmonised work health and safety laws require a person conducting a business or undertaking (PCBU) to eliminate psychosocial hazards, or to minimise them so far as is reasonably practicable. Menopause creates psychological symptoms that can be difficult for people to identify. Understanding how menopause may be contributing to a change in mental wellbeing could help address stress related workplace injuries and reduce psychosocial risk.  

Fair Work Commission (environment). Minimising legal actions based on requests for flexible work arrangements, absenteeism, and unfair dismissal. In the UK, cases have been successfully brought to fair work tribunals with employees arguing that they were unfairly dismissed based on their treatment relating to menopause symptoms.  

The gender equality case 

Reporting transparency in this area commenced in February 2024 on the Workplace Gender Equality Agency website. Any workplace with more than 100 employees will have their gender pay gap reported openly. 

Women retire 7.4 years earlier than men, and nearly half of women who retired before the age of 55 said their own health was the reason why. This contributes to the gender pay gap and the superannuation gap as many women leave at the height of their careers, but men continue working for longer.  

According to CircleIn research, 70% of people are not comfortable talking about menopause at work and 80% wish they had more flexible options. Having a policy that shows how you’re supporting them through symptoms and opening up conversation can encourage people to speak up about what they’re experiencing, and receive the care and support they need and stay happier and healthier at work for longer.  

While menopause policies are not the law yet, the Senate inquiry into menopause is ongoing and the government may look at legislative areas in which they can support people through menopause at work.  

Menopause Friendly membership gives you access to resources and documents that can support you in producing your menopause friendly policies. If you’re not already a member, chat to us today and find out more about joining.