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Good practice Imported

Reproductive Health and Wellbeing Leave — Victoria's Paid Public-Sector Entitlement for Menopause, Menstruation and Fertility Care

Australia · Melbourne · See the Australia profile · See the Melbourne profile

Evidence: Descriptive / self-reported Top 67% 52/100 · Ask Evidence Copilot about this practice

Victoria's 2024 Public Service Enterprise Agreement introduced up to 5 paid days a year of Reproductive Health and Wellbeing Leave for menopause, menstruation, endometriosis, PCOS and fertility treatment — one of Australia's first binding public-sector entitlements of its kind.

5 days
Paid leave days per year
~60 %
Workers reluctant to disclose reproductive-health conditions at work
Reproductive Health and Wellbeing Leave — Victoria's Paid Public-Sector Entitlement for Menopause, Menstruation and Fertility Care

Details

Maturity
Established
Promoter
Victorian Government / Department of Treasury and Finance; CPSU Victoria
Period
2024-present
Keywords
workplace policy, public sector, health, industrial relations

Context

The Victorian Public Service Enterprise Agreement 2024 introduced Reproductive Health and Wellbeing Leave (clause 58) for the state's public-service workforce.

Activities

Eligible employees can take up to 5 non-cumulative paid days a year for menopause, menstruation, endometriosis, PCOS, pregnancy complications or fertility treatment, targeted at staff with 15 days or fewer of banked leave.

Results

It is described as one of Australia's first binding, paid, whole-of-government reproductive-health leave entitlements, ahead of a 2025 federal bill proposing a similar national scheme.

Conclusions

No uptake or outcome data has been published yet; commentary flags that under-reporting of reproductive-health conditions at work (around 60% of workers reluctant to disclose) could suppress take-up regardless of design.

Implementation
Indicative cost
Low (< €50k)
Time to results
Short (< 1 year)
Staffing & skills
HR/payroll administrators

Conditions for success

  • targeting the entitlement at staff with the least existing leave buffer

Common failure modes

  • no uptake/outcome data published yet
  • under-reporting of conditions could suppress take-up

Commonly funded by

National / regional programmes

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Data sources

Where this practice's information was retrieved from, and when.

Attachments

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