“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
The Finance Sector Union warmly welcomes the Report into Menopause and perimenopause from the Senate Standing Committee on Community Affairs. The Report’s recommendations reflect evidence given by union and the experience of our members. The Union is acknowledging Finance Industry Equal Pay Day today by launching its breaking the taboo campaign to place menopause and menstruation on the agenda across the industry.
Recommendations the union is most pleased to see, and support are:
- For “the Australian Government launch a national menopause and perimenopause awareness campaign, providing information and resources for women and communities across Australia, informed by women with lived experience.” (Recommendation 2)
- For “research into the economic impacts of menopause which clearly delineates the impact of symptoms of menopause on women’s workforce participation, income, superannuation, and age of retirement.” (Recommendation 4)
- Reforms to allow the Workplace Gender Equality Agency (WGEA) to re-commence data collection on the supports employers are providing, and their usage, for employees experiencing menopause and perimenopause, including specific workplace policies.” (Recommendation 5)
- “That the Australian Government consider amendments to Section 65 of the Fair Work Act 2009, to ensure women can access flexible working arrangements during menopause.” (Recommendation 6)
- “That the Australian Government encourages Australian workplaces develop perimenopause and menopause workplace policies in consultation with their employees.” (Recommendation 7)
- “That further research (is undertaken) on the impact and effectiveness of sexual and reproductive health leave where it has been implemented in Australia and overseas, while giving consideration to introducing paid gender-inclusive reproductive leave in the National Employment Standards (NES) and modern awards.” (Recommendation 8)
The union’s National Secretary, Julia Angrisano, said the finance sector lagged behind in the national gender pay gap, and recognising the profound impact of menstruation and the transition to menopause on its workers would help the sector to close the gap.
“Menopause and menstruation are workplace issues, and this Report makes clear that we need to see a step change in community attitudes and the leadership of Government to see them treated like other forms of leave that the finance sector has led the way on – like paid parental leave and domestic violence leave.”
“It’s clear from our members that too many women are struggling to balance the often-hidden symptoms of menopause and menstruation with their paid work.
“Because menopause and menstruation are still largely taboo subjects, the lack of understanding and stigma means that workers suffer menopausal symptoms largely in silence. This report is a vindication of them sharing their experiences
“The very great shame is that menopause often hits workers at a point in their careers when they would be in line for senior roles but are held back by their menopausal symptoms.
“We need to treat the issue of menopause at work the way that mental health has been addressed. Stigmas and taboos need to be broken to support workers experiencing the menopausal transition.”
The union surveyed 680 Australian finance workers in 2023-24, finding that almost 60 per cent of workers going through the menopausal transition were challenged by managing work demands and their symptoms.
And 60 per cent said they did not feel like they could talk to their line manager about it.
More than one third of workers in the finance sector who experience menopause symptoms say it made them more likely to retire early, and over half saying menopause made them less likely to apply for a promotion, the Finance Sector Union is calling for the adoption of policies that include 12 days of paid menstrual and menopause leave.
The union is calling for all finance sector employers to follow the lead of workplaces like Cbus Super, Police Bank, Aware Super and NAB, and introduce 12 days per year menstruation and menopause leave, under a framework that provides advice, support, flexibility and paid leave to workers who are experiencing menopause.
The framework promotes flexible working arrangements, changes to the physical work environment and cultural changes to better support workers to manage menstruation and menopause at work.
In conjunction with the launch of this framework the FSU is today launching the Breaking Taboos campaign on Finance Industry Equal Pay Day. The campaign is designed to engage with members to help them normalise talking about menopause and menstruation and break the taboos and stigma that hold back workers who suffer these symptoms in the workplace. The FSU will also be sharing our menopause and menstruation leave framework with workers, providing vital information about the importance of paid leave and providing support to workers who are struggling to balance the symptoms of menopause and menstruation with work.
Media contact:
For inquiries, please contact David Imber on 0413 274 204 or [email protected]
