Employers:
These employers have already taken the progressive step of offering forms of leave and flexible work arrangements for employees experiencing reproductive health issues. We celebrate their commitment in fostering a healthy and supportive workplace, for all.
Aruma
Aruma offer their employees 5 days of paid reproductive health leave and 5 days of paid pregnancy loss leave.
“As a human rights organisation Aruma have embraced been able to provide fertility and pregnancy loss leave to our employees to ensure that during this time themselves and their families are supported as much as possible.”
Araluen
Araluen offer their employees 2 days paid and 3 days unpaid reproductive health leave and wellbeing leave.
“Araluen offers Reproductive Health and Wellbeing Leave to support staff experiencing reproductive health issues and to promote their overall wellbeing. This initiative reflects our commitment to a values-driven culture grounded in respect, inclusion, and care—ensuring all staff feel supported, understood, and empowered to thrive.”
Australian Mutual Bank
Australian Mutual Bank offer their employees 5 days paid reproductive leave.
“Our organisation introduced reproductive leave to better support the health and wellbeing needs of our people. It helps promote equity, inclusion, and a supportive workplace culture.”
Aware Super
Aware Super offers its employees 10 days of paid menopause leave per year. As part of their broader commitments to their employees’ health, Aware Super also offers up to 20 weeks of paid leave for pregnancy loss, two days of wellbeing leave per year, and access to flexible working arrangements. Aware Super also pays superannuation guarantee contributions during unpaid absences within the first 12 months of parental leave. Aware Super is a WGEA Employer of Choice.
“Aware Super is proud to be a Workplace Gender Equality Agency (WGEA) Employer of Choice and to broaden the conversation about reproductive health and its impacts on work. We are focused on promoting greater equality in the workplace and continue to focus on role design, flexible work practices and corporate policies, including leave arrangements, that promote this worthy goal. An inclusive and supportive workplace also drives better experiences and outcomes for our 1.2 million members.”
Gateways Support Services
Gateways Support Services offer their employees 4 days of paid reproductive health leave per annum and flexible working arrangements.
“At Gateways, where approximately 60 per cent of our workforce are women, we recognise that reproductive health can affect both participation and wellbeing in the workplace. Our reproductive health leave demonstrates our commitment to gender equity, inclusion, and providing meaningful support to the people who support others every day.”
HESTA
HESTA offer their employees 5 days of paid reproductive health and wellbeing leave per annum and flexible working arrangements.
Legalite
Legalite offer their employees 12 days of paid reproductive health leave per year and flexible working arrangements such as adjusting hours, working from home, or reducing workload on a temporary basis to accommodate symptoms relating to reproductive health.
“Legalite is committed to supporting the health and wellbeing of all staff. We recognise that reproductive health is a fundamental part of overall wellbeing and aim to provide a supportive environment for employees experiencing reproductive health-related matters.
After Legalite’s founder, Marianne Marchesi, experienced her own fertility struggles and discovered she had endometriosis, she wanted to make sure that no member of her team ever had to quietly cope, or use up their personal leave, when going through their own reproductive health challenges.”
Mission Australia
Mission Australia offer their employees 7 days of paid reproductive health and flexible working arrangements.
“At Mission Australia, we are deeply committed to fostering gender equality. We believe in empowering women by ensuring they have equal opportunities to thrive and lead in the workplace. Our initiatives, such as reproductive leave, increased family and domestic violence leave, and strengthened measures against workplace harassment, are designed to support women throughout their careers and create a more inclusive, flexible work culture.”
RSPCA Victoria
RSPCA Victoria offer their employees up to 3 days of paid reproductive health leave and additional leave for employees attending to matters relating to IVF or pre-adoptions/permanent foster care arrangements, such as appointments or interviews where they do not have sufficient reproductive health leave available.
“RSPCA Victoria believes reproductive leave is an important support to the health and wellbeing of our employees. We recognise the significance of leave specifically for reproductive support to our community and we are proud of the leave entitlements available to our staff.”
Telecommunications Industry Ombudsman
The Telecommunications Industry Ombudsman offer 5 days of paid women’s+ leave in the event employees are unable to perform work duties because of menstruation, menopause, reproductive treatment or other reproductive health matters (such as treatment for endometriosis). They offer flexible hybrid working arrangements for all employees and gender affirmation leave of up to 20 days paid leave per year.
“Offering Women’s Leave for anyone impacted by health issues associated with being a woman reflects our values of fairness and integrity. With just over half of employees identifying as female and having female chromosomes or hormones, it’s the right thing to do to ensure our workplace fits the needs of our people.”
Victorian Women’s Trust
The Victorian Women’s Trust offer their employees 12 days of paid menstrual and menopause leave per calendar year and flexible working arrangements.
“The Victorian Women’s Trust has always sought to uphold the rights of women, girls and gender diverse people in all their diversity, while acknowledging their lived experiences. This includes recognising the impact of menstruation and menopause at work. By challenging the stigma and silence surrounding these natural parts of life, we aim to create a workplace where everyone can thrive. Introducing menstrual and menopause leave is a practical, values-driven step that reflects our commitment to dignity, wellbeing, and genuine inclusion.”