Grace Molloy is the co-founder and CEO of Menopause Friendly Australia. A Registered Nurse (Master of Nursing) and former finance professional at KPMG, Grace has two decades of executive experience in governance, corporate strategy, and commercial leadership.

As a member of the Australasian and International Menopause Societies, she has worked alongside Australia’s top medical researchers and biotech innovators to drive medical advancements through clinical trials.

A Workplace Reality: The Hidden Struggle of Menopause

At 52, Sarah had spent decades excelling in her career, working her way up to a senior role as a project manager in a fast-paced corporate environment. But recently, her confidence had been shaken. Waking up exhausted from disrupted sleep, she was losing her train of thought when speaking in meetings, struggling with frequent hot flushes and experiencing crippling anxiety over things that never used to bother her. Site visits to factories, once routine, had become challenging as dizziness and joint pain made standing for long periods difficult and wearing PPE became unbearable.

Feeling isolated and reluctant to bring it up with her colleagues or male managers, Sarah pushed through, until one day, she made a costly mistake on a project deadline. The stress became overwhelming, and she took an unplanned leave of absence, quietly considering stepping back from her career altogether.

Sarah’s experience isn’t unique. Nearly half of the workforce will go through menopause at some stage in their careers, yet many feel unsupported in their workplaces. One in four women will consider leaving work due to symptoms which are both physical and psychological. Without awareness and appropriate workplace adjustments, menopause can impact employee well-being, performance, and retention, making it a critical workplace safety issue.

The Overlooked Workplace Safety Issue

For centuries, workplace health and safety focused on preventing physical injuries. Since the Industrial Revolution, regulations have aimed to ensure no one lost a limb, or worse, their life at work. Yet, it took centuries to recognise that workplace injuries extend beyond the physical.

Today, Australian workplace health and safety (WHS) regulations require employers to safeguard both physical and psychological health. As a result, Australia boasts some of the world’s highest standards, ensuring worker well-being. Employers implementing strategies to address psychosocial risks are seeing benefits that extend beyond compliance—boosted productivity, reduced absenteeism, lower turnover, and higher employee engagement.

But creating a truly safe workplace means recognising the diverse health needs of employees, including the impact of menopause.

Understanding the Risks

Menopause is a normal life transition that affects nearly half the workforce at some stage in their careers. Despite its significance, menopause remains an overlooked workplace issue, often unspoken or misunderstood.

With an ageing workforce and increasing participation of women in work, it’s time for employers to recognise menopause as a critical workplace health and safety concern.

Menopause occurs when a person hasn’t had a menstrual period for 12 months. Typically, this occurs between the age of 45 and 55, however symptoms of the hormonal changes that occur during this transition last for many years before and after menopause. Everyone will experience menopause differently and symptoms range from hot flushes and fatigue to brain fog, mood swings, anxiety and musculoskeletal discomfort. Without workplace awareness and accommodations, these symptoms can lead to increased workplace health and safety risks including:

• Fatigue and Cognitive Impairment: Sleep disturbances affect concentration, reaction times, and decision-making—particularly concerning in high-risk industries such as healthcare, transport, and construction.
• Increased Stress and Anxiety: Psychological symptoms, including anxiety and depression, can impact work performance and team dynamics.
• Physical Health Challenges: Joint pain, dizziness, and migraines can impair mobility and coordination, increasing injury risks.
• Thermal Stress: Hot flushes and temperature regulation issues can be exacerbated in workplaces with extreme conditions, such as outdoor work, factories or those requiring PPE.
• Workplace Stigma and Isolation: Silence around menopause discourages employees from seeking support, leading to disengagement and absenteeism.

A Legal and Ethical Imperative

Under Australian WHS laws, employers have a duty of care to provide a safe and healthy work environment. Ignoring menopause-related challenges could expose businesses to legal risks, including claims under the Sex Discrimination Act 1984 and the Fair Work Act 2009.

Beyond compliance, supporting employees through menopause fosters a culture of inclusion and respect—aligning with modern diversity, equity, and well-being initiatives.

Practical Steps for Employers

Employers can take proactive steps to create a menopause-friendly workplace:

1. Workplace Adjustments

• Flexible Work Arrangements: Allow remote work, flexible hours, or adjusted workloads.
• Temperature Control & Ventilation: Access to fans, air conditioning, or breathable uniforms.
• Rest & Recovery Spaces: Designated quiet areas for employees managing fatigue and stress.

2. Policy & Awareness Initiatives

• Menopause Policy Development: Recognise menopause as a workplace health issue and outline available support.
• Manager & Leadership Training: Equip teams with the knowledge to support employees effectively. Consider creating menopause champions so people know where to go for help.
• Health & Wellness Programs: Provide access to counselling, medical support, and lifestyle programs.

3. Cultural & Organisational Support

• Encourage Open Conversations: Normalise discussions about menopause to reduce stigma, starting from the top with senior executive sponsors.
• Employee Resource Groups: Establish peer support networks for shared experiences and resources.
• Incorporate Menopause into WHS Assessments: Regularly review workplace risks, adapt assessments and provide necessary accommodations.

The Time to Act is Now

Menopause is not just a personal health issue—it’s a workplace safety concern. Australian employers have both a legal and ethical responsibility to create environments where employees can thrive at every stage of life.

By addressing menopause within WHS strategies, fostering open conversations, and implementing practical workplace adjustments, businesses can enhance employee well-being, performance, and retention. A menopause-friendly workplace benefits everyone—because a safe and supportive workplace is good business.

Download your free menopause friendly checklist to get started today.

About Menopause Friendly Australia

Menopause Friendly Australia (MFA) provides globally recognised, CPD-certified education, training, and workplace services across Australia and New Zealand. Through membership and accreditation, MFA helps employers implement evidence-based resources and best-practice strategies for menopause-inclusive workplaces.

Menopause Friendly Members include: Deloitte, BHP, Medibank, Australian Red Cross Lifeblood, the Parliament of WA and Victoria, EY, Accenture, Treasury Wine Estates, Flinders University, and more. Visit www.menopausefriendly.au