For too long, menopause has been a hidden workplace issue, pushing countless women to suffer in silence or step back from their careers. But progressive employers are challenging the status quo with policies and programs that recognise menopause support as a vital part of workplace wellbeing. The result is that their employees are feeling empowered, understood and able to thrive.
With women aged 45 and over making up 17 percent of the Australian workforce, and many entering or already navigating menopause, the need for workplace action is clear. Symptoms like brain fog, sleep disruption, anxiety and hot flushes can be debilitating, yet they are rarely acknowledged in most workplace policies.
Research from the Australian Senate’s Community Affairs Committee confirms that menopause can significantly affect work participation, income, superannuation and career progression, and is often overlooked in workplace policy. Women report reducing hours, stepping down from leadership roles or leaving the workforce altogether due to unmanaged symptoms. Despite this, few organisations have structured support in place.
That is where WORK180 Endorsed Employers stand out. They are listening to their people, implementing practical solutions and reshaping what inclusive support really means. Here are two trailblazing employers leading the way:
nbn creates connection through community
At nbn, menopause is not a taboo topic. It is a shared experience that deserves compassion, visibility and support. Through their Menopause Matters initiative, nbn has cultivated an open, informed culture where employees feel safe to speak up.
The program includes a dedicated community on Viva Engage, their internal platform, where employees can connect, ask questions and share stories. This peer-led environment offers not just information but validation and solidarity. A library of peer-recommended resources helps individuals find support tools that are genuinely helpful.
They have also introduced regular Menopause Meetups, offering a safe space to learn, listen and build peer support. For people leaders, nbn developed a menopause guide with inclusive, accessible definitions and practical advice so they can support their teams with confidence and empathy.
A five-part storytelling video series brings the topic to life by spotlighting team members sharing their personal journeys. This normalises the conversation and reminds everyone at nbn they are not alone.
One employee shared, “Because of the campaign and the community, [a colleague] has been able to have an open conversation with her leader that she wouldn’t have been comfortable to do previously. She now feels confident to let her leader know when she needs to work from home, and how to best support others in the community that may be experiencing symptoms.”
nbn is shifting the narrative by combining storytelling with structural changes. They are not just supporting menopause, they are creating a workplace culture where dignity, trust and belonging are the standard. Their approach is simple, scalable and deeply human.
Annette Tolhurst, Senior Manager (Business Performance & Portfolio Fixed Wireless & Satellite Networks) at nbn offers this advice for other employers, “Create space for your people to tell you what they need. Menopause is both a shared and unique experience, so you can’t assume your ideas will be fit for purpose. There’s so much to be gained from welcoming and listening to a diverse range of voices.”
NFP puts holistic health into action
At NFP, a people-first experience means recognising the full spectrum of health needs and menopause is no exception. After reviewing data, consulting with providers and hearing from employees, NFP identified a critical gap in support and acted decisively.
Their partnership with Kindbody now gives every employee and their enrolled dependents access to comprehensive menopause care. This includes preventative health support, hormone replacement therapy, dietary and lifestyle advice, as well as access to specialised coaches, nutritionists and therapists.
Pamela Wheeler, NFP’s Chief Inclusion and Belonging Officer, shared “We are proud to address a significant need with a holistic offering. We also encourage our clients to consider offering menopause benefits, leading with our firsthand experience.”
But NFP did not stop at healthcare. They introduced physical workplace changes such as temperature control options and quiet spaces to support those managing symptoms at work. They also invested in inclusive manager training to ensure team leaders can recognise signs of menopause-related challenges and respond appropriately.
Pamela added, “Employees feel heard and see an employer taking action to address issues they have raised. And the reactions are powerful. We have seen enhanced engagement, loyalty and productivity.”
NFP‘s multi-pronged strategy is a case study in best practice. They understand that meaningful change happens when care is both clinical and cultural, when support is baked into both policy and everyday practice.
Just as NFP is embedding wellbeing into healthcare, nbn is embedding it into culture. Together they are proving that menopause support can be both personal and systemic.
This is not a trend. It is the new standard.
Workplaces that support menopause are setting a new benchmark for what true inclusion looks like. And it does not take a massive overhaul. Sometimes it starts with listening. With one guide, one conversation, one story.
Menopause may be a personal journey, but it does not have to be a lonely one. Not anymore.
Ready to see what true inclusion looks like?
From hormone therapy to heartfelt conversations, these employers are showing that meaningful menopause support is both compassionate and commercially smart. The future of work is one where no one has to choose between their health and their career.
If you have ever felt unseen in your workplace, let this be your sign. There are companies ready to support you.
