Menstrual and Menopausal Leave

For decades, menstruation and menopause have been barriers to women’s equality. Future Group recognises that menstrual and menopausal experiences can be debilitating, yet as a society, we have been indoctrinated to deny its existence publicly.

Menstrual and menopause leave will now be accessible for permanent employees at Future Group who experience menstruation and menopause.

These Guidelines aim to support employees in their ability to adequately self-care during menstrual periods and menopause, without having their personal leave unduly impacted. These Guidelines also act as a commitment by Future Group that as an organisation we aim to remove the stigma and taboo surrounding menstruation and menopause and recognize its impact on women and all people that menstruate and experience menopause.

Principles

• This policy is to provide opportunities for restful working circumstances and self-care for employees experiencing symptoms of menstruation and menopause.

• This leave policy is designed to be flexible depending on the employee’s needs, providing for the following options:

  • The possibility of working from home (under our flexible remote-first model, this point seems somewhat unnecessary, but take it as a reminder of the flexibility we offer and that you can choose to work from home or from the office);

  • The opportunity to stay in the workplace under circumstances which encourage the comfort of the employee e.g. resting in a quiet area; or

  • The possibility of taking paid leave.

Menstrual and Menopause Leave

Permanent and fixed-term employees can access an amount of paid Menstrual & Menopausal Leave per financial year, depending on their contracted working hours, to be used when they are unable to work due to symptoms of their period or menopause.

Employees who typically work a total of 30 hours or more per week are entitled to a maximum of six
paid Menstrual & Menopausal Leave days per financial year. Employees who typically work less than 30 hours per week are entitled to a maximum of three paid Menstrual & Menopausal Leave days per financial year.

For more information on this leave type, please read our Reproductive Health Policy.

• In the case of paid leave, permanent employees are entitled to a maximum of up to 6 paid days per financial year in the event of inability to perform work duties because of menstruation and menopause, and their associated symptoms.

• A medical certificate is not required.

• As with personal leave, unused menstrual and menopause leave balance will not be paid out upon an employee’s departure from Future Group.

Thank you to Victorian Women’s Trust who told us to steal their stuff. Your template was instrumental to the development of these guidelines.