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The Australasian Menopause Society acknowledges that some individuals who undergo menopause do not identify as women.

We are committed to inclusion and respect for our members, the patients we treat and the wider community.

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The Australasian Menopause Society is at the forefront of new directions in women's health and aims to bring accurate, evidence-based information to health professionals and the community

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Women NSW aims to improve the lives of all women in NSW by achieving equality through policy, innovation and collaboration.

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Choices has been providing confidential and inclusive reproductive and sexual health services to people in Northern NSW for over 40 years. Our clinic is a friendly and safe space without judgement or discrimination.

Our staff are all female, including GPs, a sexual health nurse and receptionist. We are committed to delivering high quality, trauma informed services. We believe that every person deserves access to healthcare and advice that supports them to make the right decisions about their own body.

Most of our services are bulk billed, which is available for people who hold a Medicare card. We welcome all genders, bodies and ages.

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Choices reproductive and sexual health - Community Gateway

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Confidential and inclusive reproductive and sexual health services.

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Choices has been providing confidential and inclusive reproductive and sexual health services to people in Northern NSW for over 40 years. Our clinic is a friendly and safe space without judgement or discrimination.

Our staff are all female, including GPs, a sexual health nurse and receptionist. We are committed to delivering high quality, trauma informed services. We believe that every person deserves access to healthcare and advice that supports them to make the right decisions about their own body.

Most of our services are bulk billed, which is available for people who hold a Medicare card. We welcome all genders, bodies and ages.

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Choices reproductive and sexual health - Community Gateway

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Confidential and inclusive reproductive and sexual health services.

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What is menopause? - Australasian Menopause Society

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The word menopause refers to the last or final menstrual period. When a woman has had no periods for 12 consecutive months, she is considered to be postmenopausal. At menopause, loss of ovarian follicles, follicular development and ovulation results in cessation of cyclical oestrogen and progesterone production.

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Menopause is when you have your final period. Your periods stop because your ovaries don't release eggs any more.

Menopause can happen naturally, at the expected age or early. Your periods can also stop unexpectedly due to premature ovarian insufficiency, surgery or cancer treatment.

Perimenopause is the stage before menopause, when your ovaries are running out of eggs. During this time, you might start experiencing symptoms of menopause, such as hot flushes, night sweats and mood swings.

Management and treatment of menopausal symptoms will depend on your stage of life, relationships and general health and wellbeing. You can try different things to relieve your symptoms. For example, healthy living, complementary therapies, menopausal hormone therapy (MHT) and some prescription medications.

Learn more about menopause, the symptoms, causes, management options and where you can get help.

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Menopause is the final menstrual period. It can occur naturally and at the expected age, prematurely or early. Learn about symptoms, management and more.

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A NSW network of menopause and bone health management hubs and services will support women experiencing severe symptoms of perimenopause and menopause.

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If you live in NSW and have been considering IVF treatment, then we have some encouraging news for you. Roughly 12,000 people undergoing IVF treatment in NSW will be able to claim a $2000 rebate as part of the $42 million "Affordable IVF initiative" as announced by the NSW Government in May.

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Rainbow Fertility - Fertility and IVF for the LGBTI community

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The first dedicated fertility and IVF service provider in Australia to cater exclusively for the LGBTI community.

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Australian Government Department of Health and Aged Care

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Keeping healthy during pregnancy starts with a few simple steps.

First, eat plenty of nutritious food to help your baby develop. Foods rich in iodine, folate, iron, protein, calcium and vitamins D and B12 are great power foods for pregnancy. Don't drink alcohol, and limit high fat and sugary foods and drinks. And remember, eating for two during pregnancy is a myth!

Staying active helps prepare your body for labour and recovery. Aim for 30 to 60 minutes of activity most days. Activities like walking, light resistance exercises, and swimming are a great start. Always listen to your body and drink plenty of water.

Finally, know that everybody responds differently to changes during their pregnancy. So, reach out if you need support. This could be your partner, family, friends or healthcare professional.

To learn more about your healthy pregnancy visit health.gov.au.

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Keeping yourself and your baby healthy during pregnancy starts with 3 steps: eat well, stay active and ask for support.

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Pelvic Pain in Australian Women

Read the first report from the 2023 National Women's Health Survey.

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Creating a healthier future for all women

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Jean Hailes is Australia's leader in women's health. We believe in physical and emotional health and wellbeing for all women throughout their lives.

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"It's a lonely experience..Most people don't discuss miscarriages because you worry your problems will distance you or reflect upon you-as if you're defective or did something to cause this. So you struggle on your own." ~ Facebook founder, Mark Zuckerberg

Zuckerberg's honest reflection on his and his wife's experience shows how difficult it can be to suffer a pregnancy loss or miscarriage. Sadly, it's also extremely common.

The Australian Bureau of Statistics reports that every single day in this country there are 282 miscarriages, five still births, and two infant deaths under the age of 28 weeks. Given the sheer prevalence of pregnancy loss, employers and HR managers need to be aware of the issue and mindful of some of the ways it can potentially affect their employees.

What is miscarriage?

Pregnancy loss can take many different forms. Miscarriage refers to the loss of a baby up to and including the 19th week of pregnancy, while stillbirth is the loss of a baby from the 20th week of pregnancy onwards. Bear in mind that loss can also be experienced as a result of an unsuccessful fertility treatment cycle, or when all avenues for pregnancy have been exhausted.

How pregnancy loss can affect your employees

Pregnancy loss can often manifest itself in a variety of symptoms of emotional and physical strain.

These may include:

Emotional upheaval associated with loss-grief, anger, shame or fear of stigma.

Uncertainty or fear about future pregnancies.

Struggling with the physical recovery of pregnancy, including possible surgery or the trauma of delivering a stillborn baby.

Supporting the grief of a partner and other children.

Managers should also be aware of the logistical challenges that grieving parents may face during recovery.

These may include:

Managing the care of other children in the family - e.g. caring for children while grieving and the logistical challenges such as school drop-off and pickup.

Medical or specialist appointments may be required.

The mother may be unable to drive if she has undergone surgery.

In addition, there are also specific workplace concerns relating to pregnancy loss. Some people may not have told colleagues they were pregnant or trying to conceive. Others will be unsure about how to inform their manager, colleagues or clients about their loss.

How to support your employees through pregnancy loss

The far-reaching consequences of pregnancy loss can impact your employees' workplace performance and affect their mental and physical health. But what can you do support your employees through this difficult time?

Implement clear policies and educate employees

Ensure policies explicitly cover perinatal loss, and that this is clear and easily accessible to everyone. Avoid having a "ask your manager for the policy" situation as the grieving parent may not yet be ready to discuss their situation. In addition, educate your organisation about pregnancy loss, explaining what support is available to those impacted, and how they can support their colleagues.

Hold no expectations about how an employee 'should' grieve

Recovery takes time and is not linear-some days will be better than others. There is no 'set' amount of time a person takes to grieve. Ask what leave they need and be prepared to be flexible as their needs change. Be aware that some people will want to keep busy as part of their recovery-they may not wish to take leave.

Remind employees of EAP assistance and additional 1-1 counselling service, if available

If EAP services offer counselling to immediate family members, remind them of this service for partners and other children. Close co-workers and managers may also benefit from EAP counselling.

Allow flexibility to attend any medical appointments or manage childcare logistics for other children

If appropriate, prepare a return-to-work plan. You may consider a range of options including temporary part-time hours, gradual transition back to regular work, compressed hours or another option your employee requests.

Carefully consider communication to others

Ask your employee what communication they would like, and what they would prefer to do themselves as opposed to having it done for them. They may, for example, prefer you to inform their colleagues or clients about their loss to spare them having to repeat the same conversation numerous times.

Remember: it may be necessary to discuss this more than once as and when it becomes necessary or appropriate.

Consider financial assistance where possible

If possible consider some form of financial assistance, for example, contributing to expenses, funeral costs, vouchers for childcare to provide grieving parents some time or even vouchers for meal delivery to help in this difficult time.

Practical issues for your employees

Leave entitlements

As pregnancy loss often isn't openly discussed, your employees may face uncertainty regarding their leave entitlements. Parents dealing with a stillbirth or infant death can currently access six weeks of unpaid leave where they have already commenced their parental leave.

Under new legislation, parents of a stillborn baby, or in the case of infant death, are entitled to 12 months of unpaid parental leave. In addition, special maternity leave may be available for eligible employees not fit for work because the pregnancy ends in loss, within 28 weeks of the expected date of birth.

Financial and administrative concerns

Parents dealing with pregnancy loss may also be unfamiliar with their legal or financial obligations.

By law, all stillbirths in Australia must be registered with Births Deaths and Marriages in the relevant state or territory.

It is also a legal requirement to arrange a burial or cremation for a stillborn baby.

There may be additional medical costs, particularly for emergency or specialist care.

This information was developed in partnership with Transitioning Well, an organisational psychology consultancy that works with forward-thinking companies to help employees manage the intersections between life and work.

Transitioning Well and COPE are developing additional resources for Australian small business to support mental health and wellbeing of new and expectant parents. For more information and register for updates, visit their website.

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How workplaces can support pregnancy loss - COPE

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"It's a lonely experience..Most people don't discuss miscarriages because you worry your problems will distance you or reflect upon you-as if you're defective or did something to cause this. So you struggle on your own." ~ Facebook founder, Mark Zuckerberg Zuckerberg's honest reflection on his and his wife's experience shows how difficult it can be [...]

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MAIN POINTS

Addressing menopause in the workplace can benefit both the organisation and employees with menopausal symptoms affecting their work

Collaborating with employees and including menopausal health in policies can improve an inclusive organisational culture and avoid discrimination against employees with menopausal symptoms

Workplaces can make changes to policies and the environment to support employees with symptoms

Managers can promote discussions with employees who are open to discussing how their symptoms are impacting their work

Managers can suggest workplace adjustments and occupational advice for employees to access strategies to improve their work experience

Employees can speak with healthcare professionals about treatment options and self-help strategies for their symptoms

AMS Menopause and the workplace 101.09 KB
Addressing menopause at work can benefit both employers and employees.

Employers who make workplaces responsive to gender and diversity will be better able to attract and retain skilled and talented staff. Menopause is a genderand age-equity issue and remains one of the last "unspoken" issues in workplaces.

For many women, menopause is a natural stage of life. But menopausal symptoms may also be caused by interventions such as surgery, radiotherapy and chemotherapy or medications.

Some employees even consider a career break or retiring when their work is affected by menopausal symptoms such as hot flushes, sweats, sleep disturbance and mental health issues. In the workplace, difficulties with memory and concentration may be particularly difficult.

A 2021 study found 83% of women experiencing menopause were affected at work, but only 70% would feel comfortable speaking with their manager about it. 1

The following tips are based on global consensus recommendations for menopause in the workplace. 2

How can employers and organisations improve menopause awareness?

The Australian Government has included promoting workforce participation as a priority area for older women. ³ Addressing the lack of awareness of menopause is a major step employers can take to assist their organisation and workforce. Free resources for Australian workplaces and managers are available. 4

Organisations can address the lack of menopause awareness by:

improving understanding of menopause and prioritising health and wellbeing in the workplace

ensuring employees with menopausal symptoms impacting their work are not stigmatised, discriminated against, bullied, or harassed

recognising how work patterns could impact symptoms and allowing flexible working arrangements, where possible

developing policies supportive of menopause as part of induction, training and development programs for employees

including coverage of menopause in leave policies and assisting employees to access workplace healthcare

providing training for managers and supervisors to understand menopause and how to have sensitive conversations about menopause at work.

How can managers and supervisors improve menopause awareness?

Managers who are comfortable having sensitive conversations about menopause are in a better position to help create a positive workplace that improves quality of life, productivity, and motivation for all employees.

Managers and supervisors can contribute to a more inclusive workplace by:

creating a supportive culture for people going through menopause

enabling employees to discuss their menopausal symptoms without assuming everyone who experiences menopause will want to talk about it

considering using occupational health professionals to advise on suitable arrangements for employees

allowing flexibility of dress codes

reviewing workplace temperature control and ventilation, including the ability to adjust temperature (eg. fans in work areas)

allowing work breaks to manage severe symptoms

promoting a healthy lifestyle in the workplace (eg. healthy snacks, lunchtime walking groups.

How can employees with menopausal symptoms improve their workplace experience?

Not all employees going through menopause want to discuss their situation with people at work. But if they wish, employees who are having health concerns at work, could consider:

speaking with their manager or supervisor about menopause-related problems impacting their work

seeking help and advice from employee support bodies if they feel unsupported with their health at work

consulting with their doctor to discuss treatment options and self-help strategies

speaking to occupational health or other healthcare professionals

learning about any equity and occupational health and safety legislation and regulations for employees experiencing menopause at work

assist in developing workplace policies or training programs to ensure menopause is meaningfully considered

taking part in online support menopause support groups.

Where can you find more information about menopause and the workplace?

1. Circle In, Driving the change: Menopause and the workplace, 2021. Access here: https://circlein.com/research-and-guides/menopause-at-work/

2. Rees et al, Global consensus recommendations on menopause in the workplace: A European Menopause and Andropause Society (EMAS) position statement. Access here: https://doi.org/10.1016/j.maturitas.2021.06.006

3. Australian Government, National Women's Health Strategy 2020 to 2030, 2020. Access here: https://www.health.gov.au/resources/publications/national-womens-health-strategy-2020-2030

4. Menopause Information Pack for Organizations (MIPO). Access website here: https://www.menopauseatwork.org/

5. Jean Hailes Foundation: Menopause in the workplace | Jean Hailes

Where can employers and employees find more information about menopause?

If your symptoms are bothering you, your doctor can help. Your doctor can tell you about the changes in your body and offer options for managing your symptoms.
Fact sheets: Infographics: If you are an employee and have any concerns or questions about options to manage your menopausal symptoms, visit your doctor or go to the Find an AMS Doctor service on the AMS website.
NOTE: Medical and scientific information provided and endorsed by the Australasian Menopause Society might not be relevant to a particular person's circumstances and should always be discussed with that person's own healthcare provider. This Information Sheet contains copyright or otherwise protected material. Reproduction of this Information Sheet by Australasian Menopause Society Members and other health professionals for clinical practice is permissible. No other reproduction or transmission is permitted in any form or by any information storage and retrieval systems except as permitted under the Copyright Act 1968 or with prior written permission from the copyright owner. I

Content updated November 2022

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The NSW Government aims to assist employees and managers in initiating conversations on menopause, building a deeper understanding of how it can be navigated in the workplace.

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Work colleagues can be important sources of support, but they can also be sources of stress. Managing relationships and work-related stress - tip sheet 9 Work colleagues can be important sources of support, but they can also be sources of stress. Relationships with bosses, peers and subordinates can positively or negatively affect the way a worker feels. Wherever groups of people work together, it's likely that some conflict will arise from time to time.
Conflict only becomes a stressor if it remains unresolved, if it becomes particularly intense or if it becomes workplace bullying. It is important that a person conducting a business or undertaking (PCBU) takes proactive steps towards preventing or minimising conflict as early as possible.

Possible solutions

Decisions need to be made about what practical solutions (control measures) will be used in the workplace to prevent, eliminate or minimise the effect of work-related stressors on worker health.

At the organisational level, controls target the work itself and focus on job design, work environment and working conditions.

For the risk factor 'poorly managed relationships', organisational level solutions should address ensuring workers have clearly defined roles, encouraging communication, educating workers on appropriate workplace behaviours and training workers to diffuse difficult interpersonal situations.

Task conflict

Task conflict arises over resources, procedures and policies or disagreements about facts. Modest levels of task conflict can encourage creative thinking and problem solving. High levels of conflict may limit workers' ability to focus on the task at hand. Ways to manage task conflict include:

Role clarity

Provide all workers with a corporate induction and ensure they are aware of their role in their immediate work team or unit, program area and the broader organisation

Encourage workers to talk to their supervisor or manager early if they are unclear about the scope and/or responsibilities of their role

Ensure workers have an up to date role or position description, which includes the role purpose, reporting relationships and the key duties expected of them

Assist workers to develop personal work plans that clearly define task objectives and expected outputs

Ensure systems are in place to enable workers to raise concerns about any conflicts they have within their role and responsibilities. For example, hold regular team meetings to enable workers to discuss any potential task conflict

Communication

Encourage workers to have input into procedures and tasks. Wherever possible, involve workers in the decision-making processes which will impact on their job tasks

Hold regular team meetings to discuss the pressures and challenges within the work unit

Encourage workers to come up with practical solutions for any task-related issues

Provide regular feedback on task performance. Praise workers whenever tasks have been done well and be specific about what was done well. Give workers practical advice and guidance on areas that need improving

Coach workers in communication skills to increase their awareness of other people's points of view and how to negotiate solutions to resolve task conflict

Relationship conflict

Relationship conflict amongst workers can be harmful to both individuals and the organisation. It should be minimised or prevented as early as possible. Relationship conflict can present itself in various ways, including animosity, social conflict and abusive supervisory styles.

Ways to manage relationship conflict may include:

train workers in the code of conduct at induction so that they are aware of appropriate work behaviours. Ensure these standards are implemented to demonstrate that there are consequences for poor behaviour

provide conflict management training to all workers to teach them how to diffuse difficult or confronting situations

provide training to managers that shows them how to identify a conflict situation and resolve it early.

show commitment to workers by being willing to confront people issues and manage their resolution

encourage workers to share their concerns about work-related conflict at an early stage by supporting open communication. This will enable workers to feel comfortable when discussing interpersonal conflict

develop formal and informal confidential complaint handling processes to enable the reporting of inappropriate behaviour

Refer to Tip Sheet 12 - Organisational justice.

Team work

Promote a team culture in which workers assist each other and provide support when required

Promote that differences in workers' ideas and opinions is a positive

Create a culture where colleagues trust and encourage each other to perform at their best

Encourage good, honest, open communication at all levels in work teams

Look for design issues that may negatively affect team communication. For example, minimise isolated work groups and if this is unavoidable, provide additional support to these groups

Give group rewards based on the performance of a team or unit rather than any one individual. This can be achieved by linking rewards to the performance of a group as a whole and will both enhance teamwork and avoid potential conflict between workers

Provide rewards that reinforce teamwork (for example, a team dinner or a team trip). Ensure that the reward is equitable and accessible to all team members who contributed to the project or task

Prolonged and unresolved relationship conflict may result in more extreme forms of conflict known as workplace bullying. As workplace bullying may harm the health and safety of workers, all PCBUs have an obligation to manage exposure to risks of workplace bullying under the Work Health and Safety Act 2011.

At the individual level, solutions are aimed at assisting individuals to cope or build resilience.

Appropriate activities and assistance to be considered at this level of intervention include:

corporate induction programs

access to employee assistance programs

training about resilience

health and wellbeing programs

counselling/therapy for people experiencing distress from sources both in and outside of the workplace

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Managing relationships and work-related stress: Tip sheet 9

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Work colleagues can be important sources of support, but they can also be sources of stress. Managing relationships and work-related stress - tip sheet 9 Work colleagues can be important sources of support, but they can also be sources of stress. Relationships with bosses, peers and subordinates can positively or negatively affect the way a worker feels.

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General information about your requirements under the law.

Creating a mentally healthy workplace goes a step further towards creating a culture that supports good health and recovery from mental ill-health.

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General information about the minimum requirements under the law. Creating a mentally healthy workplace goes a step further towards creating a culture that supports good health and recovery from mental health ill-health.

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This toolkit has been designed to help health professionals and other health workers deliver education about periods and the menstrual cycle.

Polycystic ovary syndrome (PCOS)

This toolkit has been designed to help health professionals and other health workers deliver education about polycystic ovary syndrome (PCOS) to Aboriginal women.

Health checks

Translated resources

Ordering print resources

Print copies of the English educational toolkits and booklets are available via the Jean Hailes shop. Educational toolkits are limited to 1 per person. Please email [email protected] if you need more than one copy, but please note we may not be able to fulfill your request.

Translated booklets are currently only available online. To order print booklets in Central Arrernte, please send us an email.

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Indigenous and First Nations Health resources | Jean Hailes

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Free health resources for Aboriginal and Torres Strait Islander women and their health professionals.

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We Al-li - Culturally Informed Trauma Integrated Healing Training

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We Al-li provides a Culturally Informed Trauma Integrated Healing Approach (CITIHA) to training for individuals, families, communities and organisations.

It presents on informed Indigenous and non-Indigenous practices from which new theories are presently evolving. Our education and training packages move beyond the mental health services delivery model and into a socio-cultural model of health which skills and empowers workers for personal and community developmental approaches for individual and group wellbeing.

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We Al-li - Culturally Informed Trauma Integrated Healing Training

# data[].attributes.attachment_link.description
We Al-li provides a Culturally Informed Trauma Integrated Healing Approach (CITIHA) to training for individuals, families, communities and organisations. It presents on informed Indigenous and non-Indigenous practices from which new theories are presently evolving.

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Women and mental health across the lifespan

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Cytomegalovirus (CMV) is a common virus in the herpes virus family. Fifty per cent people have been infected by young adulthood and up to 85 per cent by 40 years of age.

Peaks of infection occur in children less than 2 years age, and during adolescence. Once a person becomes infected, the virus remains alive but usually inactive (dormant) within that person's body for life.

It is rare for a person to get symptoms after the initial infection unless their immune system is weakened by severe illness and treatments (e.g. for cancer).

Reactivation can occur during pregnancy in women who have had infection previously, with a very small risk of transmission of CMV to the unborn baby.

What are the symptoms?

Children and adults with healthy immune systems do not usually develop symptoms when infected, but may develop an illness similar to glandular fever with tiredness, sore throat, swollen glands and fever. People with a weakened immune system are more likely to develop symptoms.

How is CMV spread?

Humans are the only source of CMV. The virus is found in urine, saliva, nasal mucous, breast milk, vaginal secretions and semen of infected people.

The risk of transmission from children born with disability due to CMV infection is no greater than that from children who have CMV infection without symptoms.

CMV is spread through:

close contact with a person excreting the virus in their saliva, nasal mucous, urine or other body fluid

handling children's toys that have saliva or mucous on them, or handling contaminated items like dirty tissues or soiled nappies then touching the eyes, nose or mouth without first washing hands

from mother to her unborn child as a result of maternal infection during pregnancy

from mother to her unborn child as a result of virus reactivation during pregnancy

breast milk of an infected woman who is breast feeding

sexual contact.

Who is at risk?

If a woman is newly infected with CMV while pregnant, there is a risk that her unborn baby will also become infected (congenital CMV). Infected babies may, but not always, be born with a disability.

The highest risk to the unborn baby occurs when a woman who has never had CMV before is infected with the virus for the first time during pregnancy (primary CMV infection) and when infection occurs during the first half of the pregnancy. Infection during one pregnancy does not increase the risk for subsequent pregnancies. However, if primary infection occurs, consideration should be given to waiting for at least 12 months before becoming pregnant again.

Studies in Australia have shown that out of 1,000 live births, about 6 infants will have congenital CMV infection and 1-2 of those 6 infants (about 1 in 1000 infants overall) will have permanent disabilities of varying degree. These can include hearing loss, vision loss, small head size, cerebral palsy, developmental delay or intellectual disability, and in rare cases, death.

Sometimes, the virus may reactivate while a woman is pregnant but reactivation does not usually cause problems to the woman or her unborn baby.

Can congenital CMV be prevented?

There is no licensed vaccine against CMV currently available.

Pregnant women are recommended to take steps to reduce their risk of exposure to CMV and so reduce the risk of their developing baby becoming infected. Preventive steps include:

wash hands often with soap and running water for at least 15 seconds and dry them thoroughly. This should be done especially after close contact with young children, changing nappies, blowing noses, feeding a young child, and handling children's toys, dummies/soothers.

do not share food, drinks, eating utensils or toothbrushes with young children.

avoid contact with saliva when kissing a child.

use simple detergent and water to clean toys, countertops and other surfaces that come into contact with children's urine, mucous or saliva.

Child care workers who are pregnant or considering pregnancy should pay particular attention to good hand hygiene, especially after changing nappies or assisting with blowing noses or toileting.

How is congenital CMV diagnosed?

A person who has been infected with CMV will develop antibodies in their blood that indicate infection has occurred, either recently, or in the past. These antibodies stay in the body for the rest of that person's life. Other tests, that detect the virus, are used to determine if a person has an active CMV infection.

Testing for CMV is not routinely recommended for all women during pregnancy or for newborn babies. Testing for CMV should only be offered to pregnant women if they come into frequent contact with large numbers of very young children (eg child care workers).

Infants born to mothers diagnosed with a primary CMV infection during pregnancy should be tested for congenital CMV infection. Babies who do not have a normal hearing screening test at birth (SWISH) can also be tested for congenital CMV, as hearing loss is the most common sign of congenital CMV. However, some infants with congenital CMV infection who appear healthy at birth develop hearing or vision loss over time. For this reason babies known to be infected should have their hearing and vision assessed regularly.

Can congenital CMV be treated?

Pregnant women diagnosed with primary (first) CMV infection should be referred for specialist follow up and counselling in order to receive up to date information about the risks and benefits of the available treatments, which are currently experimental.

Infants born with neurological disabilities due to CMV may benefit from early antiviral treatment; this should be discussed with a specialist paediatrician.

Most babies born with CMV infection grow up with normal health. Concerns about CMV infection can be discussed with a general practitioner or MotherSafe - a free telephone service that provides a comprehensive counselling service for women and their healthcare providers concerned about exposures during pregnancy and breastfeeding.

What is the public health response?

CMV infection is not a notifiable disease in New South Wales. Infection with CMV or congenital CMV does not affect access to school, work or childcare, including infants who have disabilities due to congenital CMV.

Further information

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Cytomegalovirus (CMV) and pregnancy fact sheet

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Cytomegalovirus (CMV) is a common virus that causes symptoms similar to glandular fever. However, if a pregnant woman is infected there is a risk her unborn baby will also be infected. Infected babies may be born with a disability.

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Symptoms

Women with PCOS may experience different symptoms, and they can range from mild to severe. Symptoms can also change at different stages of your life.

Irregular or no periods

With PCOS, high levels of androgens and insulin in your body can disrupt your menstrual cycle. You may have regular periods, heavy or light periods, irregular periods or no periods. Some girls may not start their periods at all due to PCOS.

Learn more about how to treat and manage irregular periods.

Excess hair (hirsutism)

PCOS can cause excess hair growth on your face and body due to high levels of the androgen hormone. This hair is thicker and darker than normal. It usually grows in areas where men grow hair. For example, on your sideburn area, chin, upper lip, lower abdomen, chest, thighs and around your nipples.

About 60% of women with PCOS have excess hair growth.

Hair loss (alopecia)

PCOS can cause scalp hair loss in a male-like pattern (i.e. hair that recedes at the front and thins on top).

Skin conditions

With PCOS, higher levels of androgens can enlarge oil-production glands on your skin, which can cause acne (pimples). Acne is common in teenage years, but young women with PCOS may continue to have severe acne.

PCOS can cause skin tags, which are thick lumps of skin that can grow in your armpits, on your neck or along your bra line.

You might also develop rough, dark, velvety patches of skin in your armpits or on your neck.

Learn more about how to treat and manage hair and skin conditions.

Stress, anxiety and depression

Stress, anxiety and depression are common symptoms of PCOS. This could be due to hormonal changes, but more research is needed to understand how certain hormones affect emotional wellbeing.

Many women with PCOS must cope with symptoms (e.g. excess body hair and weight) that affect their self-esteem and body image. This can be distressing, especially if they don't know where to get support.

Women may also feel anxious or depressed if they are planning to have a child (or more children) and PCOS causes fertility issues.

Stress is when you feel threatened or that you can't cope with a situation. A little stress can provide motivation to act, but too much stress can affect your health.

Anxiety is an unpleasant feeling of nervousness, fear or worry that something bad is happening or is about to happen. For some people, these feelings can become constant and extreme. Ongoing feelings of anxiety can interfere with daily life.

Depression is a serious illness that negatively affects the way you think and how you feel and act. People with depression have constant and extreme negative feelings and thoughts. Depression can stop you from doing everyday activities such as sleeping and eating, and it can make it hard for you to function physically and emotionally.

Learn more about how to manage stress, anxiety and depression.

In this short video, psychologist, Dr Leah Brennan, talks about common experiences for women with PCOS, including anxiety depression and body image. Download the video transcript (DOCX 100KB).

Weight

Women with PCOS can gain weight and may be at increased risk of having an unhealthy weight.

It can be hard to manage your weight when you have PCOS. Research suggests that hormones involved in controlling appetite and hunger aren't regulated properly in some women with PCOS.

Learn more about how to achieve and maintain a healthy weight.

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Symptoms & causes of polycystic ovary syndrome (PCOS)

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Learn more about the symptoms and causes of Polycystic ovary syndrome (PCOS) and how you can prevent it.

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Screening with BreastScreen NSW is for women with no symptoms . If you notice changes in your breasts, such as a lump, pain or nipple discharge, please see your doctor as soon as possible.

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breast screening nsw	 breastscreening in nsw nsw breast screening	 screening for breast cancer	 breastscreennsw	 mammogram nsw

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BreastScreen NSW provides free mammograms for women between 50 and 74 in New South Wales, Australia. Search for your nearest breast screening location here

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Learn more about your breast health, know what is normal & how to conduct breast check at Jean Hailes, Australia’s leader in women’s health. Visit today.

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Learn about your bowel and gut health, what you can do to keep your bowels healthy, and the importance of bowel screening.

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Attitudes to menopause leave: What women want

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In the latest release of the findings from the 2023 National Women’s Health Survey , conducted by Jean Hailes, women in Australia revealed their attitudes…

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Types of contraception

No form of contraception is 100% effective. Every method has its advantages and disadvantages. There are many things to consider when choosing a contraception method. For example, its effectiveness, cost, how easy it is to use and your stage of life.

The most effective methods of contraception are listed below.

Long-acting reversible contraception (LARC)

LARCs are highly effective methods of contraception. The other advantage is you don't have to think about contraception every day or every time you have sex.

Hormonal implant (Implanon®)

Hormonal implants are over 99% effective. A doctor or nurse inserts a small implant under the skin of your upper arm. The implant releases the progestogen hormone, which stops ovulation. The implant lasts for three years.

Visit the Sexual Health Victoria website to watch a short video about implants.

Hormonal injection (Depo Provera)

Hormonal injections are over 96% effective. A doctor or nurse gives you an injection of the progestogen hormone every 12 weeks, which stops ovulation.

Intrauterine device (IUD)

IUDs are over 99% effective. Hormonal IUDs are slightly more effective than copper ones. A doctor or nurse inserts the IUD (a small t-shaped device) into your uterus through your vagina, which stops sperm from reaching the egg. Hormonal IUDs (Mirena® or Kyleena®) last for five years or longer. Copper IUDs last for five to 10 years.

Some IUDs may be an effective medical option for treating heavy periods.

Watch this short video about IUDs or download the transcript (DOCX 100KB):

You can also visit the Sexual Health Victoria website to watch a video about IUDs.

The Pill (oral contraception)

The Pill is over 93% effective. You need to take a pill every day, at around the same time, to prevent pregnancy. The Pill contains oestrogen and progesterone hormones. A progesterone-only pill (mini pill) and a highly effective progesterone pill (Slinda) are also available.

Vaginal ring

Vaginal rings are over 93% effective. A vaginal ring has the same hormones that are in the combined oral contraceptive pill. You place a new ring high up in your vagina every month and leave it there for three weeks to prevent pregnancy.

Condoms and diaphragms (barrier methods)

Barrier methods of contraception work by stopping sperm from reaching an egg. These include:

external condoms - worn over an erect penis (over 88% effective)

internal condoms - a sheath that fits loosely into the vagina (over 79% effective)

diaphragm - a soft silicone cap that is placed in the vagina before sex (over 82% effective).

Condoms and diaphragms need to be used properly to be effective. To learn more, visit Sexual Health Victoria.

Emergency contraception

Emergency contraception is also known as the 'morning after' pill. You can use it if you forget to take the Pill, have unprotected sex or if a condom breaks during sex.

The morning after pill prevents or delays ovulation - but it doesn't always prevent pregnancy. There are two types of emergency contraception pill available from a doctor or pharmacist without prescription. The price varies depending on the pill and pharmacy. The pills are over 85% effective and are most effective if taken within 24 hours after vaginal sex.

A copper IUD can also be used as emergency contraception if inserted within five day of sex. It's more effective than the morning after pill.

Permanent contraception

Permanent contraception can be:

an operation to close the fallopian tubes ('getting your tubes tied')

or

an operation to cut the tubes that carry sperm from the testicles to the penis (vasectomy).

Permanent contraception is over 99% effective.

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You can use different methods of contraception to prevent pregnancy when you have vaginal sex. You have the right to use contraception and choose a method...

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Learn about sexuality, what impacts and influences sexuality and how to develop healthy sexuality.

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What are irregular periods (oligomenorrhoea)?

Irregular periods are periods that don't follow a typical pattern. This might mean your periods come earlier or later than expected, or they may be shorter or longer than usual.

An irregular menstrual cycle is defined as:

eight or fewer menstrual cycles per year

menstrual cycles shorter than 21 days

menstrual cycles longer than 35 days.

For teenagers, an irregular cycle might mean periods:

are longer than 90 days (more than a year after periods have started)

are shorter than 21 days or longer than 45 days (between one and three years after periods started)

have not started by the age of 15.

Irregular periods can be frustrating because they are unpredictable, and you may not have period products when you need them. It can also be hard to plan for pregnancy.

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Learn more about what causes irregular or absent periods, how to improve period regularity and when to see your doctor.

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Understanding your menstrual cycle

Changing hormone levels during your menstrual cycle can cause physical and emotional symptoms. It helps to understand your cycle and how it affects you. You can do this by tracking your cycle and writing down any symptoms.

Phases of the menstrual cycle

Watch this video about the menstrual cycle.

The menstrual cycle has four phases.

Your period (menstruation)

Your period is when the uterus lining sheds and flows out of your vagina. Periods contain blood, mucous and cells from the lining of the uterus.

Follicular phase

This phase begins on the first day of your period and lasts for 13 to 14 days. Changing hormone levels cause the uterus lining to thicken and follicles in the ovaries to grow. A follicle is a small sac filled with fluid that can develop into a mature egg.

Ovulation

Ovulation happens when a mature egg is released from an ovary. This usually happens every month, about two weeks before a period.

You are most likely to get pregnant if you have unprotected sex around the time of ovulation.

A few days before ovulation, you might notice that your vaginal mucus is slippery and a similar texture to egg white. You might also feel abdominal pain, often on one side.

If you're trying to get pregnant, you can use an ovulation predictor kit to predict when you are most likely to be fertile.

If you don't want to get pregnant, it's important to use contraception throughout your cycle.

Luteal phase

This phase begins after ovulation. It's when an egg begins to travel to your uterus, and the uterine lining prepares for a pregnancy. If the egg is fertilised by sperm, it attaches to the uterine wall. If pregnancy doesn't happen, you get your period. Once you get your period, the cycle starts again.

How long is an average menstrual cycle?

Everyone's menstrual cycle is different, and cycles can change over time. For example, an adolescent's cycle may last for about 45 days, while people in their 20s and 30s may have a cycle that lasts between 21 and 38 days. The average length of a menstrual cycle is 28 days.

Watch this video about changes that come with puberty, why you get periods and what to expect during your menstrual cycle.

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The menstrual cycle is a series of changes your body goes through each month to prepare for a possible pregnancy. Each cycle is measured from the first...

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The project identified key themes, including:

barriers to healthcare access, for example, experiences of discrimination and lack of culturally safe services

lack of relevant reproductive health information for LGBTIQA+ communities

considerations about the proposed introduction of reproductive leave, for example, concerns that this type of leave could lead to increases in discrimination for already marginalised communities.

Background

The NWHS is an annual survey that explores the health issues that affect women in Australia, their health-related attitudes, behaviours and experiences, and the health information and policy changes needed to improve their health and wellbeing.

As the NWHS was not designed to comprehensively explore the experiences of LGBTIQA+ communities, we commissioned Trezona Consulting Group to conduct this research.

Learn more about the National Women's Health Survey.

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In 2023, Jean Hailes commissioned Trezona Consulting Group to undertake qualitative consultations with lesbian, bisexual and queer (LBQ) women, and trans,...

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Many women with polycystic ovary syndrome (PCOS) have children naturally, but some need medical help to get pregnant. Learn how to improve your chances of…

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Search results for breast cancer | Cancer Council NSW

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Cancer Prevention, Information, Facts and Support

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Search results for bowel health | Cancer Council NSW

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Cancer Prevention, Information, Facts and Support

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A Cervical Screening Test every five years is the best way to prevent cervical cancer. Learn more about how cervical screening saves lives.

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The Australian Government has updated the cervical cancer screening program for women. Cancer Council’s experts explain what this means for you

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A Cervical Screening Test every five years could save your life. Learn more about the test and how you can reduce your risk of cervical cancer.

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Learn more about the cervical screening test, human papillomavirus (HPV), how often you should take a test and where you can get it done.

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Your period marks the beginning of your menstrual cycle, which is the time between one period and the next. Every month there is a complex interaction between the pituitary gland in the brain, the ovaries and the uterus, preparing your body for pregnancy.

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LGBTIQ+ Health Australia - Together for health

ABOUT LGBTIQ+ Health Australia LGBTIQ+ Health Australia, (formerly the National LGBTI Health Alliance), is the national peak health organisation in Australia for organisations and individuals that provide health-related programs, services and research focused on lesbian, gay, bisexual, transgender, intersex and queer people and other sexuality, gender and bodily diverse (LGBTIQ+) people and communities. Dropping the "+" from our name only occurs within digital formats that do not allow mathematical symbols, such as within our domain name, handles and hashtags.

ACKNOWLEDGEMENT OF COUNTRY LGBTIQ+ Health Australia acknowledges the Traditional Owners of country throughout Australia, their diversity, histories and knowledge and their continuing connections to land and community. We pay our respects to all Australian Indigenous Peoples and their cultures, and to Elders of past, present and future generations.

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Our Vision: Healthy lesbian, gay, bisexual, trans/transgender, intersex, queer, and other sexuality, gender, and bodily diverse people and communities throughout Australia and the world, free from stigma and discrimination.

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Endometriosis Australia is a nationally accredited charity that raises awareness, educates and funds research for endometriosis.

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Endometriosis downloads and resources - Endometriosis Australia

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Explore downloads and resources: fact sheets, guides, and educational materials for valuable information on endometriosis management.

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We’re proud to launch our 5-part End Gender-Based Violence Series as part of the global 16 Days of Activism against Gender-Based Violence campaign.

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Home | Respect.gov.au - Violence against women. Let’s stop it at the start

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Explore a young Australian’s social media experience now.

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1800RESPECT would like to acknowledge the Traditional Custodians of this land and pay respect to Elders, both past and present and extend our acknowledgement to all Aboriginal and Torres Strait Islander people. Please be aware that this website may contain the names, images and voices of Aboriginal and Torres Strait Islander people who may now be deceased.

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Many women with polycystic ovary syndrome (PCOS) have children naturally, but some need medical help to get pregnant. Learn how to improve your chances of…

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Enhancing Workforce Responses to Sexual Violence Training

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Enhancing Workforce Responses to Sexual Violence Training in the Northern Rivers

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1800RESPECT would like to acknowledge the Traditional Custodians of this land and pay respect to Elders, both past and present and extend our acknowledgement to all Aboriginal and Torres Strait Islander people. Please be aware that this website may contain the names, images and voices of Aboriginal and Torres Strait Islander people who may now be deceased.

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Workplace Equality and Respect

Your workplace can help create an Australia where women are safe, equal and valued.

Respectful Relationships Education

Your school can promote gender equality and create an Australia free from violence.

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The media can use its influence to change the culture and attitudes that drive violence against women.

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Change the story is our framework for a consistent and integrated approach to preventing violence against women.

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Meet the Our Watch Ambassadors who work to help us prevent violence against women and their children in Australia.

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Skip to content Workplace Equality and Respect Your workplace can help create an Australia where women are safe, equal and valued. Respectful Relationships Education Your school can promote gender equality and create an Australia free from violence. Media Making Change The media can use its influence to change the culture and attitudes that drive violence against women.

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Most Australians agree that consent is key to healthy sexual experiences. But what does consent mean? What does it look like in action?

When we think about sexual consent, many adults think of the negative side. How getting it wrong can lead to serious consequences. This is natural because we want to protect our kids and it's how many of us were raised. But talking about consent doesn't have to be something that only happens when things go wrong.

In fact, it's something many of us aren't talking about at all, so we don't have a shared understanding.

Before we can talk to our kids about consent, we need to talk to each other.

This campaign has been developed to help us get on the same page about consent. By talking with other adults first and sharing experiences, we'll feel more confident about the topic. Then it will become easier to raise these ideas with the young people in our lives.

Together we can help create a safer society and reduce instances of sexual violence. The first step is to check your understanding.

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Most Australians agree that consent is key to healthy sexual experiences. But what does consent mean? What does it look like in action? When we think about sexual consent, many adults think of the negative side. How getting it wrong can lead to serious consequences.