Reproductive health leave could save Australian economy billions, report finds

Introducing a universal reproductive health leave entitlement in Australia could significantly reduce economic losses tied to reproductive health conditions, while enhancing workforce retention and mental wellbeing, according to a new report by the Bankwest Curtin Economics Centre.

The report, Costs and Benefits of Implementing a Universal Reproductive Health Leave Entitlement in Australia, found that providing employees with 12 days of reproductive health leave annually could address the A$21.3 billion (US$13.1 billion) lost each year due to absenteeism and presenteeism linked to untreated or unmanaged reproductive health conditions.

Commissioned by the Health Services Union (HSU), the Health and Community Services Union, Aware Super, and the Queensland Council of Unions, the report outlined a compelling economic and social case for reproductive health leave to be enshrined as a national employment standard.

“This policy will largely benefit women, who represent half of our population, and for most, that comes with menstruation, which can bring pain, as well as conditions like endometriosis, IVF, miscarriage, and menopause,” said Kate Marhsall, Senior Assistant Secretary of the HSU National. “This is not sick leave. Work can be extremely difficult when you are dealing with pain or reproductive conditions. A universal entitlement offers dignity, agency, and the ability to fully participate in a workforce that doesn’t currently reflect our needs.”

The proposed leave policy, referred to as Reproductive Health Leave (RHL), would cost the economy approximately A$1.7 billion (US$1 billion) a year—equating to just A$140 (US$86) per employed employee.

“Paid reproductive health leave won’t eradicate these conditions,” said Dr Silvia Salazar, the report’s lead author and a Senior Research Fellow at Bankwest Curtin Economics Centre. “But it will support employees affected by health challenges and bring far greater equity into the workforce, at a fraction of the costs employers are currently experiencing from lost productivity.”

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The research is underpinned by survey responses from more than 1,000 employees living with reproductive health conditions. Over 90% said that access to RHL would improve their productivity, mental health, and loyalty to their employers. However, 68% said they had never disclosed their conditions to their manager, largely due to stigma and fear of discrimination.

Notably, many respondents reported resorting to unpaid leave when experiencing symptoms—44% said they had taken unpaid time off not by choice, but due to a lack of suitable leave options.

“This report confirms that reproductive health leave is not a luxury, it’s a necessity,” said Jacqueline King, General Secretary of the Queensland Council of Unions. “Queensland has already led the way, with the Queensland Labour Government introducing 10 days’ paid reproductive health leave for state public servants in 2024…But unless this becomes a National Employment Standard, too many employees will continue to miss out.”

Llyod Williams, Secretary of the HSU National, echoed this call, adding, “Reproductive needs are still highly stigmatised, and employees fear discrimination for taking leave for anything relating to their reproductive organs and that shouldn’t be the culture we accept. We want hard-working people to succeed in their careers, but also support their wellbeing by being able to take care of their reproductive health needs.”