Circular 2025/02: Supporting employees experiencing symptoms of perimenopause and menopause in the workplace

Purpose 

1. The purpose of this circular is to provide Australian Government agencies with information and guidance to assist in supporting employees experiencing symptoms of perimenopause and menopause in the workplace.
2. On 18 September 2024, the Senate inquiry into Issues related to menopause and perimenopause tabled its report (the Report). The Australian Government Response (the Response) to the Report was published on 12 February 2025. The Response supports or supports in-principle 16 of the 25 recommendations from the Report, and notes the remaining 9.
3. As a model employer, the Australian Government expects agencies to provide appropriate support to employees experiencing symptoms of perimenopause and menopause. This expectation is supported by the Government response to recommendation 7 of the Report.
4. This is an evolving workplace matter. It is important that agencies are aware of existing supports available to employees and continue building safe and supportive workplace cultures. More comprehensive guidance will be developed in partnership with agencies and employees in time.

Perimenopause

5. Perimenopause is the stage of life leading up to the last menstrual period, when the ovaries start to run out of eggs. Perimenopause officially ends one year after the last period. Perimenopause usually starts in someone’s 40s, although may occur earlier or later in some people. On average, perimenopause lasts 4 to 6 years. However, it can last from one to 10 years.[1]

Menopause

6. Menopause is the point in time when a monthly period has not occurred for 12 months. The average age of menopause in Australia is 51, although most Australian women enter menopause between 45-60[2] years of age and some people may experience an earlier onset of menopause as a result of biological factors, medical treatments or surgical intervention.[3] Premature menopause is when someone experiences menopause before 40 years of age, and early menopause occurs when someone experiences menopause before 45 years of age.[4] The average length of symptoms is 4 to 6 years, although, menopausal symptoms can last from 1 to 10 years.[5]

Post menopause

7. Post menopause is the stage of life after menopause and officially begins 12 months after the final period.[6]

Perimenopause and menopause symptoms

8. Symptoms of perimenopause and menopause vary and are the result of fluctuating hormone production.[7]
9. It is estimated that 60% of Australians who go through menopause will experience mild to moderate symptoms, 20% will have symptoms severe enough to interfere with their daily life, and 20% will have no symptoms at all.[8]
10. Common symptoms include, but are not limited to:
    
    1. hot flushes and night sweats
    2. sleep difficulties
    3. fatigue
    4. muscle and joint aches/pains
    5. brain fog
    6. anxiety
    7. depression
    8. irritability or mood changes
    9. headaches
    10. irregular periods and/or heavy menstrual bleeding

Experiences of perimenopause and menopause in the workplace

11. How perimenopause and menopause are experienced in the workplace depends on the severity of the employee’s symptoms, the impact of those symptoms on their ability to work, and the extent to which they are supported to manage their symptoms.
12. The Report identified that experiences of perimenopause and menopause in the workplace can impact on work and career in a range of ways, including:
    
    1. reduced workforce participation due to difficulty managing symptoms at work, or absence from work.
    2. the cumulative financial impact of adjusting work arrangements, workloads and accessing treatment, as well as impacts to superannuation.
    3. the impact on future career prospects due to an inability to maintain full-time hours or an inability to manage symptoms whilst at work.
    4. reduced workforce participation and engagement due to the requirement to navigate stigma, experiences of discrimination, or bullying and harassment.
    5. decisions to leave the workforce.
13. The State of the Service Report 2023-24 notes that approximately 60% of APS employees are women. Approximately 1 in 5 APS employees are women between the ages of 45-60 – the age range most women experience menopause. Therefore, a significant segment of the APS workforce is at a life stage where they are, or are soon likely to be, experiencing perimenopause or menopause symptoms.
14. Perimenopause and menopause are normal life stages for approximately half of the Australian population.
15. Attracting and retaining employees who reflect the experience and diversity of the Australian community is a key component of the Commonwealth’s standing as a model employer.
16. Commonwealth agencies must maintain safe and supportive workplace cultures for employees.
17. Reducing the stigma associated with reproductive health, including perimenopause and menopause, is an important part of ensuring employees feel safe and supported.
18. It is important to build an understanding that perimenopause and menopause are natural stages of life that may require support in the workplace, and that each person’s experience of menopause may differ.
19. Leaders and managers are responsible for ensuring that staff are aware of support measures available. They are also responsible for fostering environments where people feel comfortable having safe and sensitive conversations with their manager, colleagues and Human Resources.
20. Agencies can support employees without introducing new leave types. Existing workplace arrangements are available that can be provided to accommodate the needs of employees. These include access to:
    
    1. flexible working arrangements, such as changes to patterns of work, hours of work and location of work;
    2. personal and carer’s leave, noting that many workplace arrangements enable personal leave to be used for medical appointments; and
    3. employee assistance programs.
21. Agencies can provide information on these supports through internal communications and intranet pages, or through other agency communications channels such as meetings.
22. Agencies should also consider how to make physical worksites comfortable for employees experiencing symptoms of perimenopause and menopause. This may need to be considered alongside other work health and safety considerations in an agency’s operational context. Things to consider include access to temperature control, cold water, ventilation, desk fans, bathrooms and private spaces for breaks.
23. These supports are not exhaustive and agencies can consider other supports and reasonable adjustments as appropriate to the circumstances.
24. For some employees experiencing perimenopause and menopause, feelings of stigma may make it difficult to seek help in the workplace.
25. Agencies should consider providing different avenues for employees to seek help. This could include the establishment of a menopause support network.
26. Employees should feel safe and supported in requesting reasonable adjustments. Where an employee requests assistance, conversations about the requested accommodations must be handled with sensitivity, respect for the employee’s privacy and the need to ensure employee wellbeing.
27. Evidence requirements for accessing personal leave and other supports should be managed consistent with the terms of existing workplace arrangements. Agencies should be mindful to only seek evidence to the degree necessary to make a reasonable decision, noting the sensitivity of this issue and the barriers employees face to seeking assistance.