Fourteen Australian employers assessed by WORK180 offer 10 or more days of paid reproductive health leave covering menopause. That matches the universal entitlement Australian unions are campaigning for, and there is no legal requirement to offer any of it. This list ranks all 14, using WORK180’s DEIA assessment data as at 19 August 2026.
Below you’ll find who they are, how many days each offers, what the leave actually covers, and how to tell a real policy from a line on a careers page.
Key takeaways
- Of 217 Australian employers assessed, 75 have a specific menopause policy or support offering, and 113 do not.
- Only 30 of those 75 attach a number of paid leave days to it. A policy is not the same as leave.
- 14 employers offer 10 or more days of paid reproductive health leave. One offers 20 days.
- All 14 provide it as a leave entitlement rather than a reimbursement, and 13 of the 14 explicitly cover menstruation, perimenopause and menopause.
- Australia has no statutory reproductive health or menopause leave. Every day on this list is voluntary.
1. TasNetworks, 20 days
Employer TasNetworks reported 20 days of paid reproductive health leave at its most recent assessment, the most of any Australian employer in WORK180’s data and double the 10 days unions are campaigning for. This is an electricity, gas, water and waste business of around 1,105 employees.
One caveat worth knowing before you apply. This employer confirmed a menopause policy and confirmed the leave is a genuine entitlement, but it did not answer the questions about which conditions the leave covers. So while the day count leads the country, whether menopause sits inside that 20 days alongside other reproductive health needs isn’t something the assessment can confirm. Worth asking at interview.
2. Australian Red Cross Lifeblood, 15 days
Australian Red Cross Lifeblood, a healthcare and medical organisation of around 4,119 people, offers 15 days of paid reproductive health leave, and is one of eight employers here whose leave covers every category the assessment asks about. Its leave extends to menstruation, perimenopause and menopause; PCOS and endometriosis; IVF and assisted reproduction; vasectomies, hysterectomies and terminations; and preventative screening such as breast and prostate cancer checks.
That breadth matters, because it makes the leave usable by employees of any gender rather than framing reproductive health as a women’s issue managed quietly.
3. RANZCOG, 15 days
Also on 15 days, employer The Royal Australian and New Zealand College of Obstetricians and Gynaecologists is the smallest organisation near the top of this list, an education and training provider of around 168 employees. Its leave covers menstruation, perimenopause and menopause, and extends to IVF and assisted reproduction.
Its coverage is narrower than the healthcare employer above it: PCOS and endometriosis are not included, and neither is preventative screening. If endometriosis is your reason for needing the leave, that distinction is the whole question.
4. Aula Energy, 12 days
Employer Aula Energy offers 12 days, and is the standout on this list for a different reason: with around 37 employees, it’s the smallest organisation on this list, and it’s in mining, resources and energy. Its coverage is complete across all five categories the assessment asks about.
Small employers are usually the ones without formal policies. This one matches the coverage of organisations a hundred times its size, which is a useful counter to the idea that this kind of support needs a large HR function behind it.
5. Accenture Australia, 12 days
At the other end of the size range, employer Accenture Australia is an I.T., digital and online media business of around 5,933 employees offering 12 days. Its leave covers menstruation, perimenopause and menopause, PCOS and endometriosis, IVF and assisted reproduction, and preventative screening.
The one gap is cover for vasectomies, hysterectomies and terminations, so a hysterectomy (a common surgical route for endometriosis and heavy perimenopausal bleeding) may fall outside the policy.
6. Powerlink Queensland, 10 days
Employer Powerlink Queensland offers 10 days with complete coverage across all five categories, and holds the highest overall DEIA assessment score of any employer on this list. An electricity, gas, water and waste business of around 1,976 employees, its reproductive health leave sits within a broader assessment performance that's strong across the board, which is often a better signal than any single policy.
7. Sunwater, 10 days
Sunwater, an electricity, gas, water and waste organisation of around 751 employees, offers 10 days with complete coverage across all five categories. It’s one of four employers from this sector on the list, the largest single-industry cluster here.
8. Dalton Consulting Engineers, 10 days
With around 59 employees, engineering firm Dalton Consulting Engineers Pty Ltd is the second-smallest organisation on this list and offers 10 days with complete coverage. Alongside the 37-person mining business at number four, it shows the pattern that small employers can’t do this simply isn’t true.
9. Queensland Fire Department, 10 days
Queensland Fire Department is the largest organisation on this list, a defence and emergency employer of around 6,037 people offering 10 days with complete coverage across all five categories. Scale is the point here: this single policy reaches more employees than the five smallest employers on this list combined.
10. CleanCo, 10 days
CleanCo, an electricity, gas, water and waste business of around 326 employees, offers 10 days with complete coverage. Its overall DEIA assessment score is lower than most on this list, which is a reminder that reproductive health leave and all-round performance don’t always move together, and that you should look at both.
11. National Heavy Vehicle Regulator, 10 days
NHVR is the only public sector organisation here, a local, state and federal government employer of around 1,055 people, offering 10 days with complete coverage across all five categories.
12. AngloGold Ashanti, 10 days
AngloGold Ashanti, a mining, resources and energy business of around 794 employees, offers 10 days covering menstruation, perimenopause and menopause, PCOS and endometriosis, IVF and assisted reproduction, and surgical procedures. Preventative screening isn’t included.
13. WGA, 10 days
Engineering firm Wallbridge Gilbert Aztec (WGA), with around 687 employees, offers 10 days covering menstruation, perimenopause and menopause, PCOS and endometriosis, and IVF and assisted reproduction. Surgical procedures and preventative screening are not covered.
14. Frasers Property Industrial, 10 days
Frasers Property Industrial, a real estate and property business of around 143 employees, offers 10 days with the same three-category coverage: menstruation, perimenopause and menopause, PCOS and endometriosis, and IVF and assisted reproduction.
Is menopause leave a legal entitlement in Australia?
No. There is no statutory entitlement to menopause leave or reproductive health leave in Australia, so every day listed above is something the employer chose to offer.
The Senate Community Affairs References Committee reported on menopause and perimenopause in September 2024. It stopped short of recommending menopause-specific leave, instead recommending the government consider reproductive leave that people of all genders could use, including for severe menopausal symptoms. In March 2026 the Australian Council of Trade Unions began campaigning for a universal right to 10 days of paid reproductive health leave for all workers, explicitly covering menopause alongside IVF, miscarriage, endometriosis, menstrual pain and prostate screening.
That 10-day figure is why this list starts where it does.
Why a menopause policy on its own tells you very little
The gap between having a policy and funding one is the most useful thing in this data. Of 217 Australian employers assessed, 75 have a specific menopause policy or support offering. Only 30 of them report how many days of paid leave come with it, and only 14 reach 10 days or more.
A policy with no leave attached can still be worth having: it might mean flexible hours during bad symptom weeks, temperature control, uniform changes, or manager training. But it can also mean a paragraph in a handbook. When you’re comparing employers, the question that separates the two is simply how many paid days you get, and whether you need to explain why you’re taking them.
What to ask an employer about menopause support
Ask how many paid days you get and what the leave is called, because reproductive health leave, wellbeing leave and personal leave carry very different implications for your balance. Ask which conditions it covers: this list shows employers offering the same 10 days with quite different coverage. Ask whether you need a medical certificate, and who approves it, since a policy that routes every request through a line manager works very differently from one that doesn’t. Ask when you become eligible. And ask what changes besides leave, because flexibility during symptom flare-ups often matters more day to day than the leave itself.
How we built this list
This list draws on WORK180’s DEIA assessment data, which every Endorsed Employer completes and our team reviews. We looked at 223 employers assessed in Australia, using each employer’s most recent assessment as at 19 August 2026. We excluded six employers whose latest assessment was more than 18 months old, leaving a working pool of 217.
We included employers that both confirmed a specific menopause policy or support offering and reported 10 or more days of paid reproductive health leave. We set the 10-day threshold before running the numbers, matching the universal entitlement the ACTU is campaigning for rather than choosing a figure that produced a particular list. Fourteen employers met it. We ranked them by number of paid days, breaking ties on overall DEIA assessment score, then on how completely they answered, then on size.
We planned to publish a top 10, but nine employers are tied at 10 days. Cutting the list at 10 would have meant choosing arbitrarily between them, so we’ve published all 14.
Of the 217 employers in the pool, 113 reported no specific menopause policy and 29 did not answer the question. Among the 75 that do have a policy, 45 did not report a number of paid leave days, so they could not be ranked here. An employer missing from this list hasn’t necessarily got weaker support; it may simply not have reported on it.
Assessment data changes as employers update their policies, so we refresh these lists regularly.
Frequently asked questions
How many days of menopause leave should an employer offer?
There’s no legal standard in Australia. The ACTU is campaigning for 10 days of paid reproductive health leave as a universal right, and 14 employers assessed by WORK180 already meet or exceed that. The most generous offer is 20 days.
Is menopause leave the same as sick leave?
No. Reproductive health leave is separate paid leave, so using it doesn’t reduce your personal or annual leave balance. All 14 employers on this list provide it as a leave entitlement rather than a reimbursement.
Do Australian employers have to offer menopause leave?
No. There is no statutory entitlement to menopause or reproductive health leave in Australia. A September 2024 Senate committee report recommended the government consider reproductive leave for people of all genders, but it has not become law.
Can men access reproductive health leave?
At most employers on this list, yes. Thirteen of the 14 cover IVF and assisted reproduction, and nine cover procedures including vasectomies, so the leave is generally written to be used by employees of any gender.
What if my employer has a menopause policy but no leave?
That’s the most common situation: 45 of the 75 Australian employers with a menopause policy don’t report any paid leave days. A policy without leave can still mean useful flexibility and manager training, so ask what it actually entitles you to in practice.
Finding an employer that takes this seriously
Menopause affects a large share of the workforce for years at a time, and until recently almost no employer named it in a policy. Fourteen now back it with real paid leave. You can see the full picture of what any WORK180 Endorsed Employer offers, including leave, flexibility and health support, on their profile before you apply.
