Menopause Senate Inquiry Report Implications for employers
The Senate report into the Issues Related to Menopause and Perimenopause has been handed down, setting the stage for meaningful change. Here we unpack the Menopause Senate Inquiry Report implications for employers. The report delves into the challenges faced by those experiencing menopause and examines the need for workplace menopause policies to improve health and workforce outcomes for women. With its release, the report provides a snapshot of the systemic gaps and opportunities for improvement in supporting menopausal people at work.
Menopause Friendly Australia CEO Grace Molloy reports on key findings of the report and recommendations impacting employers:
Recommendation 4 – Research
The committee recommens research into the economic impact of menopause symptoms on workforce participation, income, super and retirement age. This was a key part of many submissions including Menopause Friendly Australia’s. Quantifying the impact of menopause will reveal the extent of the issue which the Australian Institute of Superannuation Trustees estimated is $17 Billion per annum. This will encourage government and industry to act to reduce this burden and promote economic empowerment of women.
Recommendation 5 – Data
The Workplace Gender Equality Agency collects data annually from workplaces who employ over 100 staff, reporting on 6 gender inequality indicators. In 2023 WGEA gathered voluntary data but ceased asking questions on menopause in 2024. MFA made a recommendation that WGEA recommences gathering data on menopause support in the workplace including the prevalence of menopause policies and this was made a formal recommendation of the committee. If you want to change something, first measure it.
Recommendation 6 – Flexibility
When asked what would be most helpful in the workplace, menopausal women say flexibility! The committee heard this loud and clear, making a strong recommendation that menopause be a reason an employee can request flexible working arrangements under workplace legislation (Section 65 of the Fair Work Act 2009).
Community Affairs References Committee Issues related to menopause and perimenopause https://www.aph.gov.au/Parliamentary_Business/Tabled_Documents/7433
Recommendation 7 – Policies
Call it a policy, guideline or toolkit, having a go-to document makes it easier for people to find support at work when they need it. It was music to our ears when the committee recommended that workplaces not only have a policy, but that they consult their employees on it’s development. We’ve been signing this from the rooftops for years, since a one-size-fits-all approach to policies doesn’t help anyone. Googling menopause policy and hitting copy-paste isn’t the answer.
Recommendation 8 – Leave
Other than the temperature in the room, the most heated discussions during the Senate inquiry hearings centred around whether providing menopause leave is a good idea. The committee, favouring a consensus report, deferred this decision recommending further research on the impact of sexual and reproductive health leave while giving consideration to introducing paid gender-inclusive reproductive leave in the National Employment Standards (NES) and modern awards.
The report not only highlights the urgent need for action but also sets the stage for meaningful change that can lead to a more supportive and equitable working environment for all. As workplaces and policymakers digest its findings, there is a renewed focus on how to create inclusive, empathetic, and practical solutions to address the unique needs of those navigating this natural phase of life.
“All 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.”
Community Affairs References Committee Issues related to menopause and perimenopause
Embracing Menopause in the Workplace: A Comprehensive Approach.
Now we’ve unpacked the Menopause Senate Inquiry Report implications for employers, here’s our comprehensive guide on how to implement these recommendations to create a menopause-friendly workplace.
1. Avoid a One-Size-Fits-All Approach
Each workplace and individual experience of menopause is unique. This variability means that a standardised approach to managing menopause at work can be ineffective. Instead, strategies and solutions should be tailored to the specific needs of the workforce. Acknowledge that what works for one person or organisation might not work for another.
2. Start by Opening the Conversation
Creating a menopause-friendly workplace begins with initiating open conversations. Leaders should openly express that discussions about menopause are encouraged and supported. By setting this tone, you signal to employees that their experiences are valid and that the organisation is committed to addressing their needs. This openness helps to dismantle stigma and promotes a culture of understanding and support.
3. Ask Employees What They Need
Understanding the impact of menopause on employees requires direct engagement. Ask your workforce how menopause affects them and what accommodations or support they would find helpful. This feedback should inform your policies and practices, ensuring they are relevant and effective. Each individual’s experience with menopause is different, so personalised responses are key.
4. Document Available Support
Clearly outline the support available and communicate where it can be found. Documenting this information helps managers and colleagues understand how to provide appropriate assistance, and where to go for information about the support that’s available. Policies and guidelines ensure a consistent and informed approach across the organisation. Additionally, provide resources and references for external support if needed.
5. Prioritise Education
Education plays a vital role in breaking down stigma and fostering empathy. Providing information about menopause to all employees, especially managers, is crucial. Understanding the symptoms and challenges associated with menopause enables managers to offer better support and engage in more empathetic conversations. Equip managers with toolkits and training to guide them in having supportive discussions about menopause.
6. Ensure Facilities are menopause friendly
Physical work environments should also accommodate the needs of people experiencing menopause symptoms. Evaluate whether uniforms are suitable, whether period products are available, and if facilities like cold drinking water or portable fans are accessible. Making these adjustments can significantly enhance comfort and well-being for those experiencing menopause. Sometimes the smallest things can make a big difference to people feeling included and validated.
Creating a menopause-friendly workplace is a multifaceted effort that involves open communication, personalised support, education, and practical accommodations. By acknowledging the unique experiences of each employee and fostering an environment of understanding and flexibility, organizations can ensure that all individuals can thrive professionally during this phase of life.
Your Next Steps
Download our checklist
It is likely that there is existing support, policies or groups in place you can adapt to include menopause. Download our “How menopause friendly is your organisation?” checklist to assess where you are already providing support and areas where you can improve.
Watch our webinar on creating a menopause policy
We’ve supported hundreds of organisations to create menopause policies, guidances and toolkits. There are many things to consider when creating yours. Watch our webinar and read more on our Menopause Policy page.
Join Menopause Friendly Australia
We make it easier for you to create a menopause friendly workplace. Join today to receive access to our library of tools and resources including fact sheets, videos, how to guides and our policy library. Members have access to our monthly webinars on topics such as; creating a menopause policy, communications and engagement, creating a training plan, creating a support group for menopause. Make your commitment to being menopause friendly by joining today, we’re with you all the way.
Watch our webinar with Senator Larissa Waters and Senator Marielle Smith explaining how the Inquiry was formed and the implications for women and workplaces.
Menopause Friendly Australia makes it easier for you to embrace these strategies to build a more inclusive and supportive workplace for everyone. Join our membership today or book one of our CPD accredited training sessions to open the conversation. Email us hello@menopausefriendly.com.au for more information.
