Union Women's Committee - MSAV VPA AHP HSU

RHL: Leave for Health, For All

The right to rest. The power to thrive.

We know that for workers who experience Reproductive Health issues, normal leave entitlements are inadequate, and they often end up having to take unpaid leave or risk jeopardising their job.

The statistics:

89% believed it would improve their productivity
94% said it would benefit their mental health
90% indicated that RHL would enhance their sense of loyalty and belonging at work

The Solution

The Union is bargaining for the new public sector EBA, and we are advocating for a minimum of 12 days paid leave and increased flexibility for reproductive health issues. We want flexible work arrangements and reasonable adjustments for all workers experiencing reproductive health issues.

What does it cover? : Severe menstrual pain, Endometriosis, Adenomyosis, vasectomies, peri/menopause, IVF treatments, reproductive cancers and more.

Why it Matters

For Health: Winning Reproductive Health Leave for all workers will empower them to care for themselves and manage their workloads alongside their health issues. Healthy workers are happy workers!

For Families/Care: Having a dedicated entitlement for RHL will mean many who currently use their personal and carer’s leave will be able to save it for when they need to care for children, sick or elderly relatives, and importantly, themselves without risking financial ruin.

For the Economy: Increased worker productivity, better retention, and overall economic stability.

For Equity: Closes the gap for women and gender diverse workers.

Myth busting

What will this cost?

The total cost of lost productivity due to reproductive health conditions in Australia is estimated at $21.3b annually, mostly due to presenteeism. The estimated annual net cost of introducing 12 days of RHL would be $1.7 b, which is only $140 per year per worker.

Shouldn’t we just ask for more Personal leave?

Reproductive Health leave entitlements allows workers to access flexible arrangements that empowers them to manage their health and work. RHL allows for preventative healthcare and discretion for impacted workers.

Isn’t this unfair? Won’t people misuse it?

Studies show that workers experiencing reproductive health issues manage their work in different ways. Workers who do take leave are using their sick leave (60%), or annual leave (11%) to make sure they don’t lose pay.
44% of workers took leave without pay.
33% of respondents didn’t feel like their pain andsymptoms were “bad enough” to take leave

This doesn’t affect me – why should I care?

Reproductive health issues can affect any body at any point in their lives. This entitlement allows all workers to access paid leave and reasonable adjustments. It will address the stigma related to reproductive health, increase gender equity, increase the participation of women in the workplace, and close the gender pay gap.