Case Study 25: Modibodi – Paid Menstrual, Menopause & Miscarriage Leave
Initiated: 2021 – Ongoing
Provider: Modibodi (Australia)
Target Group: Employees experiencing menstruation, menopause, or miscarriage
Goal: To reduce stigma around menstruation, menopause, and miscarriage by offering clear, supportive leave policies that foster openness, wellbeing, and inclusion in the workplace. Key Actions
Introduced 10 additional days of paid leave annually for menstruation, menopause symptoms, or miscarriage, separate from standard sick leave
Allowed flexible work-from-home arrangements during symptomatic periods
CEO publicly advocated for destigmatising menstrual and reproductive health
Used company platforms and blogs to educate and normalise discussion
Encouraged policy adoption across other employers through public engagement and media Impact
Increased openness and comfort among staff in discussing reproductive health
Employees report feeling more supported and empowered to seek help
Policy cited as a model for inclusive workplace practices in Australia
Positive recognition in national media and advocacy publications Lesson Learned
Dedicated, non-sick leave sends a strong signal of care and inclusion
Leadership visibility and communication are key to culture shift
Flexibility strengthens the reach and impact of leave policies
Additional layers (e.g. peer networks, manager training) could enhance the policy further
Quantitative data on impact is still needed to measure outcomes such as absenteeism or retention Success Factors
Strong leadership commitment and advocacy
Clear separation of menstrual/menopause/miscarriage leave from general sick leave
