Menopause in the workplace: An underestimated topic with great impact

According to LinkedIn Trends 2025 (5th place of the top 15 topics)

Menopause is not just a private matter, but a highly relevant topic for the working world. More and more companies are realizing that it is important to take the needs of their employees into account during this phase of life.

The economic impact of menopause is enormous: the damage to the economy amounts to around 9.4 billion euros per year – almost 40 million working days!

Nevertheless, menopause is still treated as a taboo subject in many companies. "The topic of menopause is an insurance issue. What else should we worry about?" - We were recently confronted with this statement from an HR representative of a large German technology company.

However, menopause affects a significant proportion of the female workforce aged 40+. It is not an illness, but a natural process that is often accompanied by symptoms that can impair performance.

Many affected women suffer in silence and are hesitant to address their problems. We have only recently discovered that the increased burnout rate among middle-aged women and the fact that many employees over 50 (10%) and over 55 (19%) are taking early retirement are related to menopause.

It is time for companies to recognize menopause as an important issue and take measures to support their employees during this phase of life.

Fortunately, the topic is being taken more and more seriously and there are finally figures from Germany showing the economic damage caused by the neglect of menopause. Many thanks to Prof. Andrea Rumler and Julia Memmert from the HWR Berlin as well as Prof. Sabine Nitsche and Dr. Jennifer de Avila from the HTW Berlin for the "MenoSupport" research project.

The Meno-Support study by the Berlin School of Economics and Law estimates the economic costs of ignored menopausal symptoms at around 9.4 billion euros per year – almost 40 million working days!

The study shows the urgent need to take menopause seriously in the workplace:

• 10% of the women surveyed between the ages of 28 and 67 said they wanted to retire early or had already done so due to menopausal symptoms. Among those over 55, the figure was almost 20%.
• Almost one in four women with menopausal symptoms had already reduced their working hours.
• Almost one in three had been on sick leave or taken unpaid leave due to their symptoms.
• More than one in six women had changed jobs.
• More than half of the women felt left alone with the issue of menopause at work.

The majority of women want open communication about menopause in the workplace.

Global dimensions:

• By 2030, over 1.1 billion women worldwide will have gone through menopause – that’s one in eight people on the planet!
• In the United States, over 50 million women are currently going through menopause.
• In Germany, around 13 million women between the ages of 40 and 55 are employed – an estimated 9 million of them are in menopause.

When employers ignore menopause, they feel the economic impact.

Menopause: A Win for Companies

• Increased resilience and well-being of employees: Women who feel supported cope better with the challenges of menopause and remain motivated and productive.
• Increased productivity: When sleep disorders and other complaints are reduced, employees' concentration and performance increase.
• Long-term employee retention: A menopause-friendly corporate culture strengthens employee loyalty and reduces fluctuation.
• Reducing absenteeism: Those who actively address menopause and offer support can reduce absenteeism and loss of performance.
• Improved image as an employer: A company that is committed to the health and well-being of its employees is more attractive to potential applicants.

Investing in the health of women during menopause is therefore worthwhile in many ways.

tax advantages for companies

Corporate health management (CHM) is not only good for employees but also for company finances. Investments in employee health can be tax-efficient.

Companies that implement BGM measures can deduct these as business expenses and thus reduce their tax burden. This makes health promotion more attractive for companies and contributes to a healthier and more motivated working environment.

What concrete measures can companies implement to achieve improvement?

• Education and Awareness
  Many women are helped with just a little education and transparent communication. Only when menopause is discussed openly do women feel safe enough to express their needs and ask for support.
• Cultural change
  Create an atmosphere in which women can speak openly about their complaints and do not have to feel ashamed.
• Flexible working conditions
  Through education and simple support, such as flexible working hours or fans in the workplace, companies can effectively support women going through menopause. This not only benefits the employees but also saves money as absenteeism and loss of productivity can be reduced.
• Offer special health services for women in menopause, e.g. yoga classes, nutritional advice, or stress management workshops.

Not all women have desk jobs!

• For example, women in the field need access to toilets.
• Women in work uniforms need breathable clothing.
• Teachers and educators benefit from breaks and retreat spaces.

More and more companies are realizing that it is worth seeing menopause as an opportunity and taking into account the needs of their employees during this phase of life. Those who ignore the menopause risk significant economic losses.