According to the Liptember Foundation’s 2025 report, 1 in 2 Australian women are currently living with a mental health condition. 1 in 4 are facing these challenges at a severe level.
Not only are these stats alarming, they haven’t improved since 2022. And if you’re leading a team, managing a business, or responsible for workplace wellbeing, these numbers should matter to you.
Because many of the women navigating these mental health challenges? They’re showing up in your team, right now.
The mental load comes to work
Mental health doesn’t get left at the door when people come into work. And for many women, what they’re carrying outside the workplace, whether it’s caregiving, hormonal changes, financial pressure, or invisible fatigue, directly affects how they function within it.
The Liptember report highlights key life stages and conditions that contribute to women’s mental health struggles:
- Menstrual and hormonal health
- Perimenopause and menopause
- Fertility, pregnancy and postnatal experiences
- Chronic conditions like endometriosis and PCOS
And the top triggers for mental health? Not manior crists but self-beliefs including confidence, self-worth and pressure.
Source: Liptember
These aren’t just “women’s health” issues. They are workplace issues when the systems that support them are missing.
What if you don’t support the wellbeing?
When mental health needs go unmet, the ripple effects across a workplace are significant:
- Higher absenteeism and presenteeism
- Decreased engagement and productivity
- Increased burnout and turnover
- Missed opportunities for leadership, innovation and team cohesion
In fact, a growing body of evidence suggests that untreated mental health challenges can reduce workplace productivity by up to 9.2% annually.
Yet many workplaces still view mental health through a narrow lens, offering generic solutions that often miss the mark for women.
Why don’t women get support?
One of the most revealing sections of the Liptember report explores why women aren’t seeking help, even when they need it. Among the most cited barriers:
- 37% believe they should manage it themselves
- 36% say cost prevents them accessing care
- 35% don’t think their mental health issues are “serious enough”
Others mention shame, not knowing where to start, or fear of being misunderstood
When women don’t feel their experiences are valid, visible, or worthy of support, they’re far less likely to ask for it.
What can workplaces do differently?
So how do workplaces respond to these statistics in a way that actually supports women?
Here are four evidence-informed shifts drawn from both research and practice:
- Acknowledge that mental health support must be gender-informed
Men and women often face different drivers of distress. Workplace wellbeing programs need to reflect that. - Normalise cyclical and life-stage health in workplace conversations
Menopause, menstrual health, fertility journeys, these are often left out of policy or quietly ignored. That silence becomes a barrier. - Offer multiple modes of support, not just talk therapy or crisis lines
Some women may benefit from reiki, sound healing, somatic practices, group connection or coaching, alongside medical or psychological support. - Train leaders to respond with empathy, not avoidance
When a manager feels unequipped to respond to an employee in distress, it reinforces the message that support isn’t safe or welcome.
What can individuals do differently?
Whether you’re navigating mental health challenges yourself or supporting someone who is, there are small shifts that can make a real difference.
If you’re going through it personally:
- Acknowledge what you’re carrying
What you’re feeling is valid, even if it’s not visible to others, even if you’re still “functioning.” - Experiment with different types of support
From medical care to mindfulness, sound healing, reiki or simply rest, there’s no one right way. Give yourself permission to try what feels good, not just what feels familiar. - Let go of the idea that you need to ‘earn’ rest or help
You don’t need to be in crisis to access support. It’s okay to seek help early, gently, or without having to explain everything. - Be kind to yourself if one tool stops working
You haven’t failed. Your needs might have shifted. Your toolbox can too.
If you’re supporting someone else:
- Validate without fixing
You don’t need the right answer. Just saying, “I hear you,” or “That sounds heavy,” can be enough. - Create small moments of safety
A warm check-in, a change of pace, or holding space without judgement all help someone feel less alone. - Normalise a range of support options
Not everyone wants to talk. Some may find comfort in movement, rest, energy work or time alone. All are valid. - Ask what support they need, not what you think they need
Being specific can help: “Would it help if I came with you?” or “Would a slower day help tomorrow?”
Let’s support women’s mental health
Women’s mental health in Australia is not just a “health sector” concern, it’s a workplace concern and a leadership concern.
And while the data from Liptember is confronting, it’s also a roadmap, it gives workplaces some answers on how they can best support women’s mental health.
It shows us exactly where the gaps are, and where we can begin to close them. If you’re curious about how your workplace could begin integrating more flexible, mental-health informed care, including wellbeing programs, leadership coaching and team sound healing, explore our corporate offerings.
