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Breaking taboos

Since 2021, the FSU has been at the forefront of advocating for workplace policies that support those affected by menopause and menstruation and breaking the stigma surrounding it. This vital work ensures that workers experiencing debilitating symptoms have access to paid leave, enabling them to balance their health with work commitments. 

Menopause and menstruation are normal biological functions, not illnesses. Yet, many workers face challenges managing their symptoms while also meeting workplace expectations. An Australian first survey conducted by the FSU in 2023-24 revealed that 35% of finance workers would consider retiring early rather than disclose their menopausal status, and 52% were holding themselves back from promotion opportunities due to these symptoms​. These insights formed the basis of our Menopause and menstrual leave framework, developed to provide workers and employers with resources for supporting those affected. 

What does the framework include? 

Our framework is built on data gathered from finance workers in the UK and Australia. It includes: 

  • Up to 12 days of paid leave annually for workers unable to perform their duties due to menstrual or menopausal symptoms. 
  • The option to work from home or adjust the work environment, such as having access to desk fans or closer proximity to bathroom facilities. 
  • Support from managers trained to understand and accommodate the needs of workers affected by these symptoms​. 

How can I get involved?

click here

I had major issues with menstruation including extremely heavy, painful periods and bleeding through a pad/tampon. It really impacted my ability to work and I held myself back from promotion opportunities because I had major concerns about what the impact of my heavy bleeding would have on any new roles. It made my whole life, not just work, very unpleasant. 

I was too uncomfortable to actually speak to my manager so if I needed to have a day off, I would just say that I was unwell as we didn’t have any type of leave other than sick leave. 

My current workplace provides paid menopause and menstrual leave and it helps so much when I need to take time off for my symptoms or even for doctor’s appointments. I’m now going through perimenopause, and flexibility and the ability to work from home also plays a big part in helping manage my symptoms. 

Caroline Troupe 
FSU Delegate, Cbus Super 

“Most of the symptoms I have experienced make it difficult for me to perform my role to the same standard I am used to. My inability to sleep well makes my moods unpredictable and then brain fog makes me question my worth in the workplace. I have been seriously considering retiring early as a result of these issues.”

Melanie, Bank worker 

I was at work when my IUD was pushed out because I was bleeding so heavily and I almost passed out. I then needed more time off to have my ovaries removed due to cysts. That’s now put me into early menopause which results in brain fog where I can’t concentrate or cope while working in a highly legislated environment. I’ve had to take significant amounts of unpaid leave due to my symptoms and my pain, and this has had an impact on my pay and my ability to accrue long service or annual leave. Every woman deserves the right to live with dignity and to have the option of time off when they need it.

Sacha Hammersley
FSU Delegate, Westpac

“I never quite understood till the hot flush came through - suddenly you are overheating and may need to remove a coat. It can come up at any time [like] when you are trying to speak in a meeting, and you feel like you are going to pass out.”

Anonymous Bank worker

Going through menopause is like a walking through a factory of fireworks and explosives – women need a reprieve from it and that means time off work and the flexibility to go through it with dignity in the safety of our own homes.

Too many women who are leaving the workforce due to unmanaged menopause and menstrual symptoms. Paid leave will help start an important conversation and remove one barrier for women. We need to support the bosses and workplaces who are working hard to retain women in the workforce and make sure we have a future.

Read more about Rina's story here

Rina Abbott-Jard
FSU Delegate

"Leaders in my team already show levels of ageism. Highlighting an age-related issue like menopause will make me even less valuable as a team member. I stay quiet and don't bring attention to myself and do not apply for promotions, so my career is affected.”

Anonymous Bank worker

Why do we need a menopause and menstrual leave policy?

For too long, the stigma surrounding menstruation and menopause has prevented open discussions in the workplace. This silence negatively affects workers’ self-confidence and productivity. By normalising these experiences, we can eliminate the taboo and create a more inclusive work environment. Employers that adopt this policy will benefit from improved retention, productivity, and a stronger commitment to diversity. 

Our wins so far

Thanks to the FSU's advocacy, workplaces in the finance sector have begun adopting menopause and menstruation policies and frameworks, improving access to flexible work and paid leave since the publication of the framework's 2021 edition. Organisations implementing these policies include CBUS, HESTA, Police Bank, Aware Super, and NAB.

The FSU believes that employers should provide conditions allowing all workers to participate equally in the workforce. Paid menopause and menstrual leave is a step towards achieving this goal and ensuring that no worker is left behind due to the impact of these regular biological functions. 

Download our campaign flyer

Breaking taboos

It's time to normalise conversations about menopause and menstruation, and challenge the taboos and stigma that hold back workers experiencing these symptoms. Download and share this flyer in your workplace to help break the silence.
Download flyer

Recording

Breaking taboos campaign launch

During the launch, we tackled the need to normalise conversations about menopause and menstruation, and also introduced our menopause and menstruation leave framework, which highlights the importance of paid leave and outlines how to support workers struggling to manage their symptoms.
Watch here

Will there be a backlash?

Won’t people take advantage of it?

It’s unlikely people will exploit this policy. Menopause and menstruation carry significant social stigma, making workers hesitant to use this type of leave unless absolutely necessary. Like other leave policies, this framework is subject to the same standards. If misuse occurs, it’s often a reflection of broader cultural issues within the workplace, not the leave policy itself​

Can’t people just take sick leave?

While workers can use sick leave, menopause and menstruation are not illnesses but regular biological processes. Workers should not need to justify their discomfort with a doctor’s note every time. Many workers already deplete their sick leave to manage these symptoms, leaving them without sick days for actual illness or other responsibilities. A dedicated framework recognises this reality and provides appropriate support. 

Is it unfair?

Providing support for natural biological processes is an equity issue, not unfair treatment. Menopause and menstruation can significantly impact workers, and asking them to conceal or manage these symptoms without support is unjust. This framework ensures that workers receive the same consideration as those dealing with other health needs, helping to create a fairer, more inclusive workplace.

Submissions

This submission by the FSU highlights the significant impact of endometriosis on workers in the finance sector. It discusses the impacts of endometrioses at work, challenges of managing severe symptoms at work, the stigma surrounding the condition, and the insufficient support for those affected. 

Read submission here

This submission from the FSU highlights the significant impact that menopause and perimenopause have on workers in the finance industry. It discusses the physical and mental symptoms experienced by employees and how the lack of workplace awareness exacerbates issues like the gender pay gap and early retirement.

Read submission here

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