We're campaigning for reproductive health leave and flexibility entitlements
About It's For Every Body
Reproductive Health Leave describes an entitlement that provides leave and flexibility for workers to address reproductive health issues that impact on their capacity to work or take preventative measures like health screening.
Reproductive health can impact all workers; it affects everybody, at every stage of their working life including menstruation, managing chronic conditions, managing fertility related issues, breast and prostate screening, and issues related to perimenopause and menopause. This list is not exhaustive; these issues can be complex and unique. It is an indication of the nature of health issues that reproductive health leave is intended to cover.
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KEY ELEMENTS OF REPRODUCTIVE HEALTH POLICY
10 days paid non-cumulative reproductive health leave per annum.
The entitlement applies to all employees.
Part time employees can access reproductive health leave on a pro rata basis.
Leave can be taken as a block, in multiple or single day absences or part thereof.
The entitlement applies where an employee has a reproductive health reason and –
- the employee is unfit for work because of the reproductive health reason affecting them; or
- the employee needs to do something to deal with the reproductive health reason, including a preventative healthcare measure and it is impractical to do that thing outside the employee’s work hours.
Reproductive health reasons include –
- a condition or illness, whether temporary or permanent, related to reproductive health, including pregnancy, fertility, endometriosis, the menopause, dysmenorrhea; and
- any other experience of pain or discomfort relating to menstruation.
A preventative reproductive healthcare measure includes:
- monitoring for healthcare issues related to prostate or for cervical or breast screening;
- surgery or other treatment relating to reproductive organs.
Payment for paid reproductive health leave is at an employee’s base rate of pay for the employee’s ordinary hours of work in the period of leave (commensurate with existing arrangements for paid carer’s sick leave and compassionate leave).
Notice and evidence requirements are consistent with existing arrangements for other forms of sick and carer’s leave, but also could include a pre-existing certificate by a medical or other healthcare professional where an employee has a chronic or recurring reproductive issue.