Case Study 26: Future Super – Menstrual and Menopause Leave Policy
- Initiated: March 2021 – Ongoing
- Provider: Future Super, Australia
- Target Group: All employees who menstruate or experience menopause (inclusive of women and non-binary staff)
- Goal: To promote gender equality and reduce stigma by offering specific, paid leave for menstruation and menopause, and by fostering an inclusive, flexible, and stigma-free workplace culture.
Key Actions - Identified engagement gaps among women and non-binary employees through internal analysis
- Consulted employee groups and reviewed gender pay data to shape the policy
- Launched 6 additional paid leave days annually for menstruation and menopause (separate from personal/sick leave)
- Removed requirement for medical certificates
- Enabled flexible work arrangements (remote work, quiet spaces) to support symptom management
- Used Victorian Women’s Trust 2017 policy template as a foundation
- Publicly shared policy as an open-source model to encourage replication
Impact - Improved employee engagement among women and non-binary staff
- Increased sense of inclusion and support around reproductive health issues
- Cited as a sector-leading best practice in HR and gender equality spaces
- Widely recognised by Diversity Council Australia and featured in public forums and media
Lesson Learned - Paid leave policies reduce stigma and improve wellbeing
- Removing bureaucratic barriers (e.g. medical notes) supports accessibility
- Flexible work options enhance uptake and effectiveness
- Policy could be strengthened by additional supports like peer networks or manager training
- Further long-term evaluation would deepen the evidence base
Success Factors - Public leadership advocacy and visible internal champions
- Collaboration with external experts (e.g. Victorian Women’s Trust)
- Inclusive, gender-aware language and eligibility
- Open sharing of policy to support sector-wide change
Sustainability - Embedded into formal HR and inclusion frameworks
- Regular feedback loops and updates driven by staff engagement
- Open-source dissemination model encourages national uptake
- Ongoing advocacy ensures broader sector awareness and momentum