Menopause support at work: What the UK is doing and what Australia can learn

Menopause support at work: What the UK is doing and what Australia can learn

Menopause is a natural stage of life, but for too long it has been overlooked in the workplace.

Many women experience symptoms like hot flushes, fatigue, brain fog, anxiety, and sleep disruption that can make work more challenging.

Yet historically, very few employers have acknowledged this reality or offered practical support.

That’s now changing. The UK has taken bold steps to bring menopause into workplace policy - recognising it as a health and equality issue.

While Australia is beginning to make progress, there’s still work to be done. Here’s what’s happening overseas, and what we can learn to create a fairer and healthier future for women at work.

What the UK Is Doing

1. Menopause Action Plans for Employers

The UK government has committed to requiring larger employers (with 250+ staff) to create formal menopause action plans. These outline practical steps such as:

  • Flexible working hours

  • Opportunities to work from home

  • Additional breaks

  • Adjustments to uniforms or office temperature

The aim is to ensure women can manage symptoms without feeling forced out of their jobs.

2. National Menopause Taskforce

The UK has also launched a Menopause Taskforce, bringing together government departments, healthcare providers, and employers.

Their role is to raise awareness, reduce stigma, and ensure that workplace practices align with women’s health needs.

3. Employer-Led Initiatives

Forward-thinking organisations are already acting. Many now have:

  • Peer support groups for employees experiencing menopause

  • Manager training so leaders understand how to support staff

  • Menopause ambassadors within companies to drive cultural change

This has transformed menopause from a taboo subject into an area where employers can show leadership and care.

4. Changing Workplace Culture

Crucially, the UK approach goes beyond policy - it’s also about culture. Campaigns are raising awareness of menopause, encouraging open conversations, and breaking down stigma.

By normalising the discussion, women feel safer asking for adjustments, and colleagues gain a better understanding of what their peers are going through.

🇦🇺 What’s happening in Australia?

Australia is not as advanced as the UK, but there are encouraging signs of progress:

1. Government Reports and Recommendations

In 2024, the Australian Senate Community Affairs Committee released a report with 25 recommendations on how to improve workplace support for perimenopause and menopause. These included the need for better education, awareness, and policies around flexible working.

2. Public Sector Guidance

The Australian Public Service Commission has issued advice to help government agencies support employees experiencing menopause. This includes practical steps like access to quiet spaces, flexibility with work hours, and encouraging open communication.

3. Workplace Policy Trials

Some progressive organisations have started to introduce menopause leave, flexible working arrangements, and wellbeing programs. For example, a small number of workplaces offer paid days off for severe menopause or menstrual symptoms, though this is not yet widespread.

4. Reproductive Leave Conversations

Discussions are underway about introducing reproductive leave in Australia, which could cover menopause, menstrual pain, endometriosis, and fertility treatments. This would mirror similar initiatives in countries like Spain and Japan.

5. Advocacy and Awareness

Advocacy groups are pushing for national menopause strategies. While progress is slower compared to the UK, the conversation is growing, and many businesses are beginning to recognise that supporting women through menopause is both a moral and economic necessity.

What Australia can learn from the UK

UK Approach Opportunity for Australia
Mandatory menopause action plans for larger employers Encourage Australian businesses to develop menopause-friendly policies, starting with government and corporate leaders.
National Menopause Taskforce to coordinate change Establish an Australian taskforce to create consistent, evidence-based guidance and resources.
Peer support groups and ambassadors in workplaces Encourage informal and formal peer networks, empowering women to support one another.
Manager training and awareness campaigns Roll out menopause awareness programs for leaders and HR teams to reduce stigma and build empathy.
Flexibility and adjustments embedded in law Explore legislation or awards that make flexible work for menopause a standard right.


The Zing Wellbeing perspective

At Zing Wellbeing, we believe women deserve workplaces that support them at every stage of life. Menopause should not be a reason women feel they have to step back, reduce hours, or leave careers they’ve worked hard to build.

Australia can - and should - learn from the UK’s example. By encouraging open conversations, creating menopause-friendly policies, and training managers to respond with empathy, we can make workplaces healthier, more inclusive, and more productive for everyone.

P.S if you want to use our Menopause meal plans and holistic health programs by joining the app here 

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