New findings from the Bankwest Curtin Economics Centre have revealed the significant economic cost of ignoring reproductive health in the workplace—strengthening the case for progressive policies like those pioneered by The Ascott Limited, the award-winning hospitality company that introduced paid menstrual and menopause leave in 2023.
The report, The Costs and Benefits of Reproductive Health Leave in Australia, commissioned by the Health Services Union, the Health and Community Services Union, the Queensland Council of Unions, and Aware Super, quantifies the national impact of reproductive health conditions on workplace productivity. It estimates a staggering $21.3 billion is lost annually due to absenteeism and reduced productivity linked to menstrual pain, menopause, endometriosis, and miscarriage.
By comparison, the report finds that offering up to 12 days of paid reproductive health leave (RHL) would cost businesses an average of $296 per employee per year, with nearly 53% of these costs offset by increased productivity and reduced turnover. The net cost? Just $140 per worker annually—a modest investment in employee wellbeing with meaningful returns.
Ascott’s forward-thinking policy has already demonstrated both human and business value. In addition to enhanced staff well-being and reduced stigma, the company reported a significantly reduced need to advertise new roles. With a growing waitlist of individuals eager to work for an employer that prioritises well-being and equity, Ascott found its costs further offset through lower recruitment expenditure.
“Ascott is proof that when you lead with equity, talent follows,” said Lisa Sweeney, CEO of Business in Heels and organiser of the Gender Equity Awards Recalibrate. “This research backs what we’re seeing on the ground—employers who embrace reproductive health leave not only support their people, they strengthen their bottom line. It's time more organisations recalibrated their approach to equity.”
As more companies look to attract and retain top talent in a competitive labour market, Ascott’s example shows that reproductive health leave is no longer a radical idea—it’s an economic and ethical imperative.
To learn more about best practices in advancing gender equity and inclusion or for tickets to the awards, contact us now at https://genderequityawards.com .
Key Facts:
Bankwest Curtin Economics Centre report
With an ongoing gender pay gap of 21.8% according to the latest WGEA figures. For every $1 on average a man makes, women earn 78c. Over the course of a year, that difference adds up to $28,425.
About us:
About Business in Heels International.
The Gender Equity Awards honour individuals, organizations, and initiatives that are leading the charge toward more equitable and inclusive workplaces. Now in our third year, these awards shine a spotlight on best practices, celebrate meaningful progress, and inspire action to drive systemic change. By showcasing trailblazers and their impactful strategies, we aim to encourage others to follow their lead, fostering workplaces where diversity thrives and everyone has the opportunity to succeed.
The company has a vision to create an unlimited future for women. It is known for its work in providing mentoring support across Australia with Mentor Mornings and Leadership Summits to inspire women into senior roles in male dominated industries and for Recalibrate - Gender Equity Awards for Australia. Today it connects over 200,000.
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Lisa Sweeney
CEO Business in Heels
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