Destigmatising Women’s Health.

“The instilled discreteness of our menstrual experiences has encultured menstruators to mask and dismiss the debilitating pain commonly associated with menstruation and menopause.”
Karla Ruff - Brand, Marketing, People & Culture.

At the beginning of 2022, discussions began regarding Newpol’s capacity to introduce employee-centric policies that would reinforce our commitment to enhancing the health and wellbeing of our team. It was imperative that these policies reflected our employees' needs and supported the promotion of a diverse, equitable, and inclusive workplace culture.

In the 2023-2024 financial year, we were very proud to roll out three new policies: our Parental Leave Policy, Mental Health and Wellbeing Policy, and Menstrual Health and Wellbeing Policy.

Through the Menstrual Health and Wellbeing Policy, our aim was to support employees in their ability to adequately self-care during menstruation or menopause and eliminate the need to deplete their sick leave entitlements, or take leave unpaid. Moreover, this policy serves as a tool to raise awareness, normalise conversations, and remove stigma and shame surrounding key reproductive health experiences and challenges faced by women and gender diverse people.

So, what does our policy entail?

Menstrual and Menopause Leave

Female and gender diverse employees are eligible to five-paid leave days if they are unable to perform work duties because of menstruation or menopause, and the associated symptoms. When applicable, this additional leave can be utilised by employees experiencing symptoms of pregnancy-related illness.

An objective of this policy was to acknowledge and alleviate the impact of the varying health needs of female employees. Therefore, this policy did not feel complete without the recognition of one’s sexual and reproductive wellbeing. As a result, the second component of our policy was formed.

Sexual and Reproductive Health Leave

Female and gender diverse employees are eligible for five-paid leave days for matters related to their sexual and reproductive wellbeing. This additional leave may be used for Fertility Leave, Abortion Leave, and Grievance Leave.

Expanding this leave type to all employees, regardless of gender, was important, given its potential impact on the physical and mental wellbeing of both men and women. Additionally, we did not want anyone —whether employed at Newpol or not— to endure these experiences in isolation.

Therefore, all employees are eligible for two-paid carer leave days to support a partner or family member who is undergoing fertility treatment, terminating a pregnancy, and or has experienced a miscarriage.

To highlight the importance and impact of Newpol's policy, Karla wrote a feature article for the NAWIC Journal 2024, titled “Normalising Menstruation, Menopause, and Reproductive Wellbeing in the Workplace.”

Karla offers a personal insight into how Newpol's policy has empowered her to prioritise her own health journey. We highly encourage you to give this a read.