Groundbreaking Menstrual and Menopause Policy

March 9, 2026

Written by Natasha Hawker
Founder and Managing Director

Natasha is a leading HR expert, entrepreneur, author and sought-after media commentator for outlets such as Sunrise (Channel 7), ABC Radio and The Australian Financial Review. Natasha co-founded Employee Matters in 2011 to help Australian businesses achieve success through their people.

At Employee Matters, we are incredibly proud to partner with clients who don't just talk about workplace culture but actively build it. Today, we are celebrating a major milestone with our client, Sentius, a Melbourne-based company that has just rolled out a comprehensive Menstruation and Menopause Policy. Sentius already has invested heavily in supporting their culture goals, work/life balance and a strong ethos of care and respect.

This latest initiative is more than just a document; it is a bold step toward a truly inclusive workplace where everyone belongs. We believe this policy could represent an Australian first in its scope and dedication to supporting employees through often stigmatised physical experiences.

The Origins: From "Hearts and Minds" to Policy

While this policy officially became effective on 1 March 2026, its roots run much deeper. According to Sentius leadership, the initiative is an organic extension of an ethos they have held for over a decade, particularly regarding mental health and female representation.

The spark for this specific policy came two years ago at an event attended by Sentius management, where women shared how perimenopause and menstruation symptoms negatively impacted their work without any formal support.

"We found that women were using 100% of their sick leave just to manage menstruation," says Mark, Managing Director of Sentius. "We wanted to provide support that actually helps you stay at work or manage your health without depleting your standard leave."

Two Sentius team members established a DEI (Diversity, Equity, and Inclusion) committee. As part of this journey, Sentius achieved accreditation through Work180, further solidifying their commitment to workplace standards. The policy was refined through "Hearts and Minds" sessions - open forums where team members could share thoughts without judgment. The feedback was overwhelming: the team wanted a genuine focus on these life stages.

Why This Matters

For too long at work, women have suffered symptoms related to menstruation and menopause in silence. These experiences can range from mild discomfort to being severely debilitated, significantly impacting both comfort and performance at work.

The statistics are sobering: many women retire earlier than planned due to menopause symptoms, often retiring with significantly less superannuation than their male counterparts. Sentius is changing this narrative by empowering female employees to take time for self care and seek adjustments without embarrassment.

Key Highlights of the New Policy

The policy applies to all full-time and part-time employees from their very first day of work. Designed to support both mental and physical health and wellbeing with a focus on dignity, the standout features include:

Paid Menstrual/Menopause Leave: Eligible employees can access one day of paid leave per calendar month specifically for symptoms.
No Medical Certificate Required: Prioritising trust, employees do not need a medical certificate to access leave or adjustments.
Flexible Working Options: Beyond working from home, the policy encourages ‘walking meetings’, starting earlier or later to avoid peak traffic, or opting for camera-off video calls.
In-Office Support: Sentius provides access to personal desk fans, heaters, heat packs, and feminine hygiene products in first aid kits - ensuring no one is caught out by unexpected discomfort and symptoms.
Privacy & Empowerment: Employees inform their manager when taking leave but are not obligated to disclose specific reasons or symptoms.

A Culture of Care and Respect

A policy is only as good as the people who uphold it. Sentius has integrated clear responsibilities to ensure this isn't commercially driven but embracing a cultural shift:

Manager Training: Leaders are trained to listen to individual needs, avoid assumptions, and maintain strict confidentiality.
Enhanced EAP: The company’s Employee Assistance Program (EAP) now includes specific provisions for navigating these life stages.
Leadership Buy-in: There are no qualifiers or quotas; the goal is simply for the team to feel supported enough to use the policy when they need it.

“We love our Employee Matters Expert, Megan and how she has endorsed the culture of care and respect.” Mark Fraser, Managing Director, Sentius

A Commendable Step Forward

Helping Sentius implement this policy has been a highlight of our year. It is a truly commendable example of how businesses can adapt to the real world needs of their workforce. By removing the stigma and providing tangible support, Sentius isn’t just improving productivity, they are changing lives.