Could One Policy Tackle a $21 Billion Productivity Drain? Reproductive Health Leave May Be the Answer

Could One Policy Tackle a $21 Billion Productivity Drain? Reproductive Health Leave May Be the Answer

And the toll isn’t just personal; it’s economic.

A new report from the Bankwest Curtin Economics Centre (BCEC) has found that untreated reproductive health issues—including conditions like endometriosis, menstrual pain, menopause, miscarriage and IVF—are costing Australia a staggering $21.3 billion annually in lost productivity. This massive figure reflects both absenteeism (workers taking time off) and the more insidious issue of presenteeism, where employees work through symptoms at reduced capacity. In fact, presenteeism was responsible for over 80% of the total productivity loss.

The BCEC’s analysis draws from a groundbreaking survey of over 1,000 Australian workers, designed to understand the real-world impact of reproductive health issues on work. The data reveals that conditions like menopause, menstrual pain and endometriosis account for the lion’s share of lost productivity, with menopausal symptoms alone costing $7.4 billion annually.

The findings are driving renewed calls for a nationwide introduction of Reproductive Health Leave (RHL)—a workplace entitlement offering up to 12 paid days per year specifically for managing reproductive health. RHL would allow workers to take time off to manage conditions such as intense menstrual pain, IVF, miscarriages, terminations, menopause, and procedures like vasectomies or hysterectomies—without having to dip into their sick or annual leave.

The BCEC estimates that implementing RHL across the workforce would cost employers $2.3 to $5.9 billion annually, with a central estimate of $3.6 billion. However, the report argues this cost is not only manageable—it may even be smart business. Factoring in increased productivity, employee retention, and reduced early retirement, the net cost drops to $1.7 billion, a 53% offset. That’s just $140 per worker per year—far less than the $296 gross cost per employee, and a fraction of the $21.3 billion currently being lost.

So would it help? Nearly 9 in 10 workers surveyed said access to RHL would improve their productivity, mental health, and stress levels.

Queensland has already taken action, with nearly 300,000 workers granted 10 days of paid RHL from September 2024. Victoria has followed suit with a five-day entitlement for public employees. But nationally, most Australian workers still have no specific leave to manage reproductive health conditions.

But there’s another factor that makes the situation slightly more complicated. The research found that 60% of respondents said they’d feel uncomfortable disclosing a reproductive health issue at work. This stigma keeps many silent—and suffering—rather than seeking support or time off.

Reproductive health is still shrouded in silence in many workplaces. Two-thirds of respondents said they chose not to tell their manager about their condition, with many citing fears of being judged or discriminated against. Alarmingly, 70% believe RHL could be used by employers to discriminate against women, despite 88% agreeing it would not be misused by workers.

The BCEC’s findings highlight a profound mismatch between the reality many workers face and the policies meant to support them. Addressing that gap with a universal RHL policy could not only improve wellbeing—it could save billions. As the cost of inaction becomes increasingly difficult to ignore, reproductive health leave is emerging as one of the most powerful, yet underused, tools to boost workplace equity, retention and productivity.