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Menopause in the Workplace: The Wellbeing Initiative for Employers of Choice in 2026

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.

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YOUR FIRST YEAR FEE

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.

RENEWALS

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.

DISCOUNTED RENEWALS

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

SUB-USERS

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.

Menopause in the Workplace: The Wellbeing Initiative for Employers of Choice in 2026

Menopause in the workplace is emerging as the leading wellbeing, diversity, equity and inclusion (DEI) priority for 2026. Progressive organisations know that supporting employees through menopause is essential for gender equality, staff retention, and building a reputation as an “employer of choice” in Australia.

Why Menopause Support Matters in 2026

As the workforce ages, with more women aged 45-60 working than ever before, menopause affects a significant segment of highly skilled, experienced professionals. Research shows unmanaged symptoms cause many women to step back or leave careers prematurely. Companies that recognise menopause as a core workplace wellbeing issue alongside parental leave, flexible work, and mental health are best positioned for success.

Demographic Shifts Drive Employer Action

By 2026, more than one in four working women in Australia will be in their midlife years. This crucial group includes leaders, mentors, and decision-makers. Gender equity commitments and evolving business strategy mean menopause must be part of mainstream workplace policy not treated as a private issue.

Menopause: Business Risk and Retention

Menopause symptoms like sleep disturbance, cognitive changes, hot flushes and anxiety directly impact performance, productivity, and absenteeism. When workplaces don’t support employees through menopause, they risk losing valuable talent, leadership continuity, and organisational resilience. Investing in menopause support helps retain skilled women and builds psychological safety across the team.

Global Momentum and Australian Leadership

Worldwide, employers are adopting menopause-friendly accreditation and policies. In the UK and now in Australia and Asia-Pacific, major companies are publicly supporting menopause at work, responding to stakeholder expectations for gender equity and wellbeing at all career stages.In the UK Employers with more than 250 employees will soon be legally required to publish a Menopause Action Plan as part of their wider gender equality responsibilities.

Building a Menopause Friendly Workplace

Menopause-friendly workplaces start with open conversations, awareness, and manager education. HR policies should explicitly reference menopause within existing wellbeing frameworks. Practical adjustments like temperature control, flexible uniforms, access to quiet spaces, and wellbeing leave improve inclusion and break down stigma.

Why Menopause is Urgent Now: Three Key Developments

1. Australian Senate Inquiry Recommendations:
In late 2024, a national Senate Inquiry spotlighted the urgent need for workplace menopause policies, debated whether paid reproductive leave should be mandated, and supported increased reporting on menopause initiatives being embedded in workplaces. The federal government has accepted key recommendations, shifting expectations for all employers.

2. Union Movement and New Entitlements:
Australian unions are leading the campaign for reproductive health leave, including paid leave for menopause. Several public sector agreements now enshrine these entitlements, setting a standard for all industries. This includes public sector awards in Queensland, Victoria and Western Australia.

3. WGEA Reporting for Menopause:
The Workplace Gender Equality Agency are addressing the Senate Inquiry recommendation for reporting on menopause support in 2026, making employer efforts visible to the public, investors, and future employees. Organisations without menopause-friendly policies face growing reputational and retention risks.

The DEI Must-Do for 2026

Menopause is now a compliance and reputation necessity in workplace DEI. Boards, executives, and HR leaders must establish robust menopause policies and supports alongside parental leave and flexible work arrangements. Those who fall behind face legal exposure, talent loss, and reputation damage as expectations evolve.

Author: Grace Molloy, CEO Menopause Friendly Australia
www.menopausefriendly.au
hello@menopausefriendly.com.au