Most women and people assigned female at birth have heard of menopause, and most are told that in our late 50s, we will go through “the change” and that we will experience some hot flushes, lose a bit of sleep and deal with a “bad mood”.
But what is the reality for working women?
The average age that people who menstruate reach natural menopause in Australia is 51, however some research suggests perimenopause can begin as early as your mid-thirties.
ABS data shows that 29.7% of working women retire under the age of 55, and on average, women are retiring 7 years before men, and 12 years before they want to, because of lack of support and understanding of menopausal symptoms.
People tend to be familiar with the more common symptoms of menopause like hot flashes, night sweats, mood changes and our periods ending, but many women and people assigned female at birth report that menopause also affects other things like their sleep, mental health, memory and concentration.
According to a study by the Health Services Union and Bankwest Curtin Economics Centre, menopause is the largest contributor to lost productivity with the cost of presenteeism (presenting at work while not physically or mentally well enough to be productive) coming in at $6.5b - 3 times higher than that of related absenteeism at just $890m.
The Australian Institute of Superannuation Trustees estimated in 2023 that menopause may cost women in the 50-54 age group more than $15 billion in lost earnings and superannuation for each year of early retirement.
These workers have valuable experience and skills and are often at the peak of their careers. Employers must be part of the solution by improving workplace supports and helping to remove the stigma surrounding menopause so that women experiencing this ordinary biological process can stay and be supported in the workforce.
What needs to change?
To help address the gender pay gap, reduce reproductive health stigma, support workers’ health and wellbeing, and create more inclusive workplaces across the country, workers need access to paid reproductive health leave.
Reproductive health is a normal part of our working lives and should be recognised in our workplace entitlements. Paid leave and flexible work options enable workers to access preventative health care, increase our wellbeing, improve women’s workforce participation and our economic security.
Paid leave, flexibility, and workplace support also create predictability and continuity. If it affects attendance, performance, and safety, it’s already a workplace issue – we’re just choosing whether to plan and manage it properly.
This is why workers in unions are campaigning for 10 days of paid reproductive leave to be included in the National Employment Standards.
Every worker will experience reproductive health issues throughout their working lives. Perimenopause and menopause are ordinary biological processes; they are not illness or injury. Our entitlements shouldn’t deem them as such.
All workers deserve dignity and safety at work. Sign the petition now to show your support, and join us for the upcoming reproductive health leave workshop:
WHAT: It's For Every Body Campaign Workshop
WHERE: Online (RSVP to receive Zoom link)
WHEN: 12:30 - 1:30pm AEST Tuesday, 10 November 2026
