ABOUT
Reproductive health can impact all workers; it affects everybody, at every stage of their working life including menstruation, managing chronic conditions such as endometriosis, 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 leave is intended to cover.
The It’s for Every Body campaign is an initiative of Queensland Unions with the support of more than 25 unions and 400,000 union members.
BREAKING: Queensland Premier Steven Miles used this year’s 2024 Labour Day celebrations to announce the historic introduction of ten days (non-cumulative) paid reproductive health leave for public sector employees, effective 30 September 2024.
The introduction of this leave is nation leading reform and shows a Government listening to the voices of working women and men who experience chronic reproductive health issues.
Queensland Union members campaigned hard for the introduction of this leave entitlement, but our campaign does not stop here!
There are still many more Australians without access to a safety net of leave and flexible work arrangements to support their reproductive health needs.
We are calling on union leaders to ensure access to paid reproductive health leave is TOP OF THE AGENDA at this year’s upcoming ACTU National Congress.
Show your support for continued action on reproductive health leave, so every worker across the country can access this paid entitlement as a National Employment Standard. Send an email to your union leader now!
Sign up to our campaign mailing list to learn more about what we are asking for, why winning reproductive leave is important and how you can help us win!
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.
ABOUT QUEENSLAND UNIONS
The Queensland Council of Unions (QCU) is the peak union body in Queensland with 25 affiliated unions representing the interests of 400,000 Queensland workers.
Since its foundation in 1885, the QCU — as the peak body for the Queensland trade union movement — has strived to achieve industrial, social and political justice for Queensland workers.