Menopause is not a "WHS matter"
- Courtenell
- 7 hours ago
- 3 min read
A company (that shall remain unnamed) recently advocated for including menopausal staff on their workplace risk register.
Not only is this discriminatory, but it is also hugely disrespectful to women in general.
A “WHS matter” is defined as an issue within the workplace that involves risks or hazards which must be assessed and managed. From a workplace health and safety standpoint, viewing menopausal staff members as a “hazard” or “risk” automatically triggers the application of the Hierarchy of Controls as prescribed by the WHS Regulation. [ref 1]
The Hierarchy of Control measures is the framework used in WHS to manage all risks in the workplace, aiming for one of two outcomes:
Eliminate the risk, or
Manage the risk through appropriate control measures.
But let’s be clear: if “elimination” is the ideal outcome in risk management, does this mean the solution is to remove menopausal staff from the workforce?
That is outrageous and insulting.
What Does the Science Say?
The Australasian Menopause Society provides an excellent fact sheet titled “Menopause and the Workplace,” which you can access here. Menopause and the workplace - Australasian Menopause Society
Importantly, there is no mention whatsoever of menopause being a “risk” or a “disability.” Nor is there any suggestion that women experiencing menopause pose any form of "threat" in the workplace.
Menopause is a natural and inevitable life stage for human females. It does not make women less capable, less valuable, or less professional. It may present challenges — as do many life transitions — but it is not a WHS hazard. It is not a disability. And it most certainly is not a “WHS risk.”
Raising Awareness — The Right Way
The fact sheet from the Australasian Menopause Society provides evidence-based, practical ways in which employers (PCBUs) can support staff experiencing menopause. These include:
Improving understanding of menopause and prioritising health and wellbeing in the workplace
Ensuring employees with menopausal symptoms are not stigmatised, discriminated against, bullied, or harassed
Recognising how work patterns may impact symptoms and offering flexible arrangements
Developing policies that support menopause awareness, including in induction, training, and development programs
Including menopause-related considerations in leave policies and facilitating access to workplace healthcare
Providing training for managers and supervisors to have sensitive and respectful conversations about menopause at work
What Can Managers and Supervisors Do?
Create a supportive and inclusive culture
Enable open dialogue — without assuming everyone wants to talk about menopause
Consult with occupational health professionals to provide individualised support
Allow flexible dress codes
Review temperature and ventilation control in workspaces (e.g., fans)
Permit additional work breaks for symptom management
Encourage healthy workplace practices (e.g., healthy snacks, lunchtime walks)
As you can see, these strategies are organisational in nature and should be led by Human Resources in conjunction with executive leadership. This is not a WHS matter.
WHS and Psychosocial Risk Amendments
The 2022 amendments to the WHS Act and Regulations introduced psychosocial risk management requirements — focusing on non-physical risks such as bullying, harassment, and other behavioural conduct. These risks are also managed using the Hierarchy of Controls, but with one critical distinction: Psychosocial risk frameworks address behaviours and environments — not people or demographic groups. [Ref 2]
Identifying menopausal women as a “risk” or “hazard” in the workplace is not only factually and legally wrong — it could also constitute discrimination, harassment, or bullying under employment law.
The Right Approach
Workplace leaders, especially those in HR and senior management must take ownership of menopause awareness and inclusivity. [Ref 3]
Promoting understanding, flexibility, and respect supports not just menopausal employees but the entire workforce. However, to even consider listing menopausal staff in a risk register is not just poor judgment — it is a gross misinterpretation of WHS legislation and a complete failure in leadership.
WHS frameworks are for WHS matters. Menopause is not one of them.
Ref 1 WHS Regulation 2017 Clauses 32-38
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