When it comes to managing our reproductive health and work, we all have a story to tell. Whether it's managing menstruation or the impacts of menopause, accessing fertility treatments, managing chronic health issues or accessing preventative health care - we know your reproductive health impacts your working life.
Workplace Reproductive Health and Wellbeing Support
Workers in union are stepping up the campaign to secure reproductive health leave and access to improved flexibility. The “It’s For Every Body” campaign is fighting to enshrine ten days of paid reproductive health leave in the National Employment Standard (NES), to ensure that all workers have the time and flexibility necessary to manage their reproductive health without sacrificing their careers or financial security. Workers are also winning this at workplaces in their enterprise agreements.
Have reproductive health issues affected you at work? Complete the survey!
What is Workplace Reproductive Health and Wellbeing Support?
Workplace Reproductive Health and Wellbeing Support encompasses paid leave and flexibility entitlements that workers can access to manage a range of reproductive health issues. These can include menstruation, perimenopause, menopause, fertility treatments, chronic health issues like endometriosis and poly-cystic ovarian syndrome (PCOS), vasectomy, hormone therapy, hysterectomy, and screenings for reproductive cancers like breast cancer and prostate cancer and more.
Why we need a new type of leave
Reproductive health issues, such as menstruation and menopause, are not illnesses—they are part of our lives. Yet, currently we are forced to use our sick leave to manage our reproductive health. This is especially problematic for women, who already bear a disproportionate burden of unpaid care work, often using their leave for caring responsibilities. Reproductive health leave is about recognising that these issues deserve specific recognition and support. No worker should have to deplete their sick leave or suffer consequences to address their reproductive health.
Our survey
Everyone's experience is unique, but we know the impacts can be significant. As part of the campaign to win workplace reproductive health and wellbeing support, we want to hear your stories! This survey allows you to share your story so we can better understand the breadth of your experiences and the impact on you.
Complete the survey here
The career impact of reproductive health
Reproductive health issues, including menopause, can severely disrupt women's careers. A recent government inquiry found that many women leave the workforce earlier than planned due to inadequate workplace support for managing perimenopause and menopause symptoms. This premature exit contributes to the gender and superannuation gap, with the Australian Institute of Superannuation Trustees reporting that menopause costs women $17 billion annually in lost earnings and superannuation.
Without workplace accommodations, reproductive health issues can significantly reduce workforce participation and career progression.
Union women winning!
There have already been significant wins already made by union women in workplaces. Many workers in the healthcare, finance, and community sectors have already gained access to reproductive leave and flexibility entitlements, including:
Health Services Union: HSU members at Scope, a not-for-profit disability service provider secured 12 days of reproductive health leave covering a broad spectrum of needs from IVF and menstrual pain to vasectomies.
Finance Sector Union: FSU members leveraged research and the experience of their members to win change. Their study found that over a third of finance workers experiencing menopause symptoms were more likely to retire early, and more than half said their symptoms discouraged them from seeking promotions. In response, the FSU is pushing for 12 days of paid menstrual, and menopause leave across the finance industry. FSU members have already won this entitlement at CBUS Super (12 days) and Aware Super (10 days), further demonstrating the collective strength of union action in improving workplace conditions.
Community and Public Sector Union: CPSU members campaigned for and won 5 days of reproductive health leave in the Victorian public sector enterprise agreement.
In Queensland: Workers in union fought for and won 10 days of paid reproductive health leave for workers across the public sector and are campaigning for coverage across more workplaces.
By campaigning for reproductive health leave and better support, we not only give workers the time they need to manage their health, but also foster a culture where reproductive health can be discussed openly, without stigma. We can change the conversation together and win new rights. Reproductive health can affect us all, and fair workplaces must recognise and support the reproductive needs of every worker.
Help the campaign by sharing your story, and let us know if you want to get involved!