Menopause at work: what good support looks like, and how to ask for it

What good menopause support at work looks like

A supportive statement on a careers page is a start. Practical support is what makes a difference day to day. Here are five things to look for.

1. Flexible work you can actually use

Control over when and where you work is one of the most useful tools for managing symptoms. That might mean starting later after a broken night’s sleep, working from home on a rough day, or leaving for an appointment without having to explain why. The key word is “use”. A flexible work policy only helps if people feel able to use it.

2. A menopause policy, developed with employees

The Senate inquiry encouraged workplaces to develop menopause and perimenopause policies in consultation with their employees. A good policy names menopause, sets out what support is available, and tells people how to access it. It also signals that menopause is a normal thing to raise.

3. Managers who know how to respond

You shouldn’t have to explain menopause to your manager halfway through asking for help. Some employers now train managers to respond with empathy and practical options, so speaking up feels safe rather than risky for your career.

4. Small changes to the workplace

Temperature control, easy access to cold water, a quiet space to step away to, and uniforms in breathable fabrics. None of these cost much, and on a hard day they can be what gets you through.

5. Leave that fits

Some employers now offer paid reproductive health or wellbeing leave for all genders. The Senate inquiry recommended the government consider adding paid, gender-inclusive reproductive leave to the National Employment Standards. In its February 2025 response, the government noted the recommendation but didn’t commit to it, so for now this leave depends on your employer.

In our own data, 78 of the 225 Australian employers in our latest assessments told us they have a specific menopause policy or support offering. Twenty-six offer paid reproductive health leave that covers menopause, ranging from two to 15 days a year. You can see real examples in our article on how employers are leading the way on menopause support at work.

How to raise menopause at work

You don’t owe anyone your medical history. You decide how much to share, and who with.

If you’d like support, start with a manager or someone in People and Culture you trust. It often helps to focus on what would make work easier, rather than on your symptoms. For example:

• a later start time for the next few months
• a desk near a window or away from a heater
• less travel for a while
• working from home on set days

Ask what’s already available, too. Many workplaces have a menopause policy, an employee assistance program, or flexible options that aren’t well promoted.

If the response is dismissive, that tells you something about the workplace. It doesn’t mean your request was unreasonable.

What’s changing for menopause support in Australia

Menopause is getting more attention from policymakers. The Senate inquiry recommended that the Workplace Gender Equality Agency, which collects gender equality data from larger employers, be allowed to collect data on how employers support people through menopause. The government supported this in principle in February 2025 and said it’s considering options, which may need changes to the law.

If that goes ahead, menopause support will become something employers report on, alongside things like parental leave and pay gaps.

How to find employers that take menopause seriously

You don’t have to wait until you’re in the job to find out. On WORK180, you can compare employers’ policies, benefits, and flexible work options before you apply. Look for employers that name menopause support specifically. It’s a good sign they’re thinking about people at every stage of their career.

For more examples, read about five employers that aren’t afraid to talk about menstruation and menopause.