Beyond reproductive leave: building menopause friendly workplaces for World Menopause Day

World Menopause Day (18 October) is a prompt for Australian organisations to move from awareness to action. While a growing number of employers are introducing reproductive or menopause leave, the most effective responses combine leave with a wider program of education, building manager capability and practical workplace adjustments.

What leading organisations are doing

Across Australia, employers are introducing paid reproductive leave to cover menstruation, menopause symptoms, miscarriage, IVF and related care. Unions are advocating for a national entitlement of 10 days of paid reproductive leave, and some public sector agreements already include similar provisions. Several employers and industry bodies are also marking World Menopause Day with campaigns, manager toolkits and employee resources, recognising that midlife health can affect participation, performance and retention.

These steps matter. But when leave is offered in isolation, it risks becoming a transactional fix that doesn’t change culture, reduce stigma or equip managers to have supportive conversations. Employees may still hesitate to use leave without fear of being seen as less committed or may not know what adjustments are available to help them stay well and productive at work.

Why leave should sit inside a broader support program

Reproductive and menopause leave is important, yet it works best as part of a comprehensive approach that includes:

• education and awareness for all staff, so symptoms, treatment options and workplace impacts are understood and stigma is reduced
• manager training to recognise when someone may be struggling, have respectful, confidential conversations, and agree on reasonable adjustments without requiring detailed medical disclosure
• clear policies and pathways that explain available leave, flexible work options, access to occupational health or EAP support, and how to request adjustments
• practical workplace adjustments, such as access to period products, temperature control, rest spaces, uniform flexibility and attendance policies that do not penalise symptom‑related adjustments or absences
• measurement and iteration, using feedback, absenteeism and retention data to refine support over time.

This integrated support framework aligns with best practice in workplace health, safety and inclusion, and positions menopause and reproductive health as core business issues rather than niche HR topics.

The new ISO standard: a practical blueprint for action

A major development this year is the publication of ISO 45010: Occupational health and safety management: Menstruation and menopause in the workplace -Guidance, released on 7 September 2026. This is the first international standard dedicated to helping organisations support employees experiencing menstruation and menopause at work.

ISO 45010 is designed for organisations of all sizes and sectors and provides structured guidance on:

• workplace culture and governance, including leadership sponsorship, policies and procedures that explicitly address menstruation and menopause
• manager and staff education, to build understanding, awareness and practical skills for supportive conversations and adjustments
• workplace design and adjustments, covering facilities, uniforms, temperature, rest spaces and attendance management that account for symptoms
• implementation and evaluation, with recommendations to track outcomes and guide improvement.

ISO has made the standard available free of charge in a view‑only digital format to remove financial barriers and encourage global uptake.

For Australian employers, ISO 45010 offers a credible, practical blueprint to complement existing WHS obligations and inclusion strategies, and to structure menopause and reproductive health initiatives in a way that is auditable and scalable.

A call to action for World Menopause Day 2026

Becoming menopause friendly delivers clear benefits for business and people. It helps organisations retain experienced workers who might otherwise reduce hours or leave, reduces absenteeism and presenteeism by enabling adjustments and support, and strengthens manager capability to have respectful, solution‑focused conversations about health and work.

Importantly, it sends a strong message that people are valued and included at every stage of their working lives, strengthening employee engagement and wellbeing, organisational reputation, and access to talent in tight labour markets.

For World Menopause Day 2026, organisations can use this momentum to:

• review current policies to ensure reproductive or menopause leave is clearly defined, accessible and part of a broader support framework
• invest in education, including manager training and accessible employee resources using guidance available through Menopause Friendly Australia
• adopt ISO 45010 as a reference point to design or strengthen menopause and menstrual health initiatives, focusing on culture, adjustments and measurement
• engage employees through champions, surveys and co‑design to ensure support reflects real experiences and barriers in your workplace.

Reproductive leave is an important piece of the puzzle, but it is not the whole picture. The organisations that will stand out are those that combine fair leave entitlements with education, manager capability and practical adjustments, using frameworks like the Menopause Friendly Standards and ISO 45010 to embed sustainable, inclusive support for women at every life stage.

Download the free Menopause Friendly Checklist and complete a gap analysis today.