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As the workforce continues to evolve, workplaces must adapt to support the needs of all employees, including those experiencing menopause. Organisations who want to support their workforce with a menopause policy are finding it difficult to understand which provisions to include - and it’s no wonder, given the current lack of knowledge of menopause and its impacts

In this article, we delve into the key considerations when drafting a menopause policy so that you can make appropriate provisions for your workforce.

Menopause Policy Provisions: Government Requirements

At the time of writing, there are no formal Australian Government requirements for menopause policies or menopause leave provisions. These are currently left up to individual companies in the private sector.

However, the 2024 Senate inquiry and growing awareness of the issue suggest that the government is beginning to consider the need for workplace protections and support related to menopause, particularly in the context of managing psychosocial hazards.

Some organisations such as the Sydney Law Review argue that Australian women should have a right to paid menstrual (and menopause) leave at work, stating:

“... experiences of (women) do not neatly fall within the ‘illness’ or ‘injury’ qualification for taking personal/carer’s leave under s 97 of the Fair Work Act.”

Following that, five unions in Australia are pushing for menstrual and menopause leave to be introduced into the Fair Work Act, proposing one day a month or 12 days a year of paid leave to accommodate painful periods and menopause symptoms. The unions involved are:

Australian Workers' Union (AWU)
United Workers' Union (UWU)
Transport Workers' Union (TWU)
Rail, Tram and Bus Union (RTBU) and
Australian Workers' Manufacturing Union (AMWU)

These events give us some clues as to what lies ahead and how organisations may need to prepare for potential legislative changes in this area.

What Should a Menopause Policy Include?

Sage Womens Health’s ‘three P’s approach’ to policy development includes our recommendation to partner with your workforce to collaboratively determine the most relevant and suitable menopause provisions, and how the policy should be positioned. It’s important to consider the desired outcomes that a policy can bring about, including the benefits to both workers and businesses.

Research shows that the quality of life of menopausal women in the workplace is influenced by various factors, including age, educational level, type of work, working environment, and mental factors. More specifically, workability among menopausal women seems to be negatively associated with family-work conflict, and positively associated with a health-oriented organisational climate, job autonomy, and skill discretion.

With this in mind, and in light of the growing conversation about menopause at work, organisations should consider provisions that will prepare them for future directives.

Best practice approaches that are relevant and important to your employees.

Menopause Policy Provisions

A policy that includes menopause provisions is only as good as the strategies and initiatives that back it up. When writing a menopause-related policy, you may like to consider

Some fundamentals that are relevant to any policy,
Key provisions to include in keeping with global drivers, and
Best practice approaches that are relevant and important to your employees.

The Fundamentals

Most policies have standard information that is relevant to a menopause policy:

Definitions of menopause and related areas
A clearly defined commitment to supporting employees
A list of provisions relevant to the workforce (see below)
Information on how and where to seek support.

Key Provisions

Key provisions include practical adjustments, flexibility and understanding, alongside fostering a greater respect and understanding of menopause.

Key Provision 1: Flexibility in work schedules

Flexible work arrangements seem likely to be a key concern arising from the Senate Inquiry into Perimenopause and Menopause. Additionally, research shows that flexible work is considered most impactful for managing symptoms

If relevant to your organisation, this would include a statement on whether and how work rosters may be adjusted to accommodate the needs of the employee.

Key Provision 2: Reasonable adjustments

Reasonable adjustments are defined as small administrative, procedural or environmental changes in the workplace that help women to manage their symptoms and continue to perform their job effectively.

The term ‘reasonable’ refers to practical changes that can significantly improve an employee's ability to work without causing undue hardship to the employer.

Key Provision 3: Training for managers

For some organisations, training for managers is a consideration to ensure that risks such as age, gender or disability discrimination and psychosocial hazards can be identified and appropriately mitigated.

Best Practice Provisions

Kathleen Riach is the Professor of Organisational Studies at the University of Glasgow and visiting Professor at Monash Center for Health Research and Implementation.

After completing a significant research project in 2023, she used evidence of ‘what’s working’ to create a model of five key best practices for managing menopause at work.

Riach’s MAPLE model is effectively a policy guideline that provides simple, easy-to-implement, and effective initiatives for workplaces to support menopausal women that include:

M = Micro adjustments - small changes that have a big impact
A = Allyship - providing routes to disclose and acknowledge needs
P = Physical environment - what can change, how quickly and easily?
L = Line Managers - training, knowledge and support to help team members
E = Education and awareness for all

Case Study: Remote, Independent Contractor Workforce

One of our clients was concerned about hidden business risks in relation to menopause. Sage Womens Health surveyed a range of representative people in the workforce to determine opinions, attitudes and needs in terms of menopause, health, and wellbeing.

The survey revealed some specific needs and risks. Subsequently, we helped them develop a Healthy Ageing policy with the right provisions to meet the needs and wants of their team and provided recommendations on mitigating risks.

This case study is a great example that not every menopausal workforce needs a desk fan, but they might struggle with their uniform, physical work or flexibility in their schedule.

Summary

Implementing menopause policies in the workplace is not just about meeting legal requirements; it is about understanding the simple, practical adjustments that will significantly improve an employee's ability to work without causing undue hardship to the employer.

By providing the right provisions in a menopause-related policy, employers are taking proactive measures to support women during this stage of life and to prepare for future legislative change. Menopause policy provisions also create a more inclusive and supportive workplace where women can thrive and achieve their full potential.

References

Golding, G. and Hvala, T., 2021. Paid Period Leave for Australian Women: A Prerogative Not a Pain. Sydney Law Review, 43(3), pp.349-378.
Sage Womens Health, 2023. Kathleen Riach on menopause in the workplace. [online video] Available at: https://youtu.be/PZNq7UQrblY?feature=shared&t=1236 [Accessed 24 July 2024].
Theis, Susanne et al. “Quality of life in menopausal women in the workplace – a systematic review.” Climacteric 26 (2023): 80 - 87.
Viotti, Sara et al. “Fostering Work Ability Among Menopausal Women. Does Any Work-Related Psychosocial Factor Help?” International Journal of Women's Health 12 (2020): 399 - 407.

How to Write a Menopause Policy

Menopause Policy Provisions: Government Requirements

What Should a Menopause Policy Include?