Frauengesundheit

Menopause @ Work: The underestimated factor in professional life

Menopause affects millions of women worldwide and has a profound impact on their professional lives. In Germany, there is a growing recognition that this phase of life has not only health but also economic consequences. Symptoms such as hot flushes, sleep disorders, and concentration problems affect women's productivity and lead to increased absenteeism, among other things. Despite these challenges, the topic is often tabooed in the workplace.

Effects of menopause on the German job market

A nationwide survey by the Berlin School of Economics and Law (HWR) shows how strongly the menopause affects professional life. About a quarter of women with menopausal symptoms have therefore reduced their working hours, and almost one in five women over 55 are considering an early retirement. Less working hours or an earlier retirement does not only mean income losses for women, but also economic losses for companies and the entire economy.

The costs of sick leave in Germany amount to millions. As women in the age group of 45 to 60 years make up a significant part of the workforce, the menopause exacerbates the shortage of skilled workers. Women in this age group are often highly qualified and have valuable experience, the loss of which can have tangible consequences for companies.

International findings: the UK and the USA as a comparison

In the UK, approximately 4.5 million women aged 46 to 55 are affected by menopause symptoms. The annual costs due to absenteeism and loss of productivity related to the menopause amount to about 1.5 billion pounds. About 20% of the affected women regularly report sick leave due to illness. These figures show that the menopause not only affects personal well-being, but also has significant economic implications.

The USA is also facing similar challenges. A McKinsey study estimates that targeted health promotion and support for women in the menopause could generate an economic gain of up to 1 trillion US dollars worldwide. These numbers illustrate the urgency of taking measures to reduce both the health and economic burdens of menopause.

Annual losses due to absenteeism and productivity losses related to menopause cost companies billions. Every woman deserves to receive full support during this phase—it's an investment in a healthier, more productive workforce.

Physical and psychological symptoms and their impact on work performance

The symptoms of menopause are diverse and affect women's work ability in different ways. The most common complaints that affect productivity include:

In Berufen, in denen Präzision und schnelles Reaktionsvermögen entscheidend sind, wie bei Pilotinnen, Busfahrerinnen oder medizinischem Personal können Symptome wie Müdigkeit und kognitive Probleme problematische Auswirkungen haben. Studien zeigen, dass fast 57 % der Frauen das Gefühl haben, aufgrund ihrer Symptome weniger produktiv zu sein​.

Lack of support and stigmatization at work

Despite the significant impact, women in Germany receive little support. According to the HWR study, only about 10% of women say that their employer supports them during this phase of life. This often leads to a feeling of isolation and shame, which is why women often hide their complaints.

Fear of discrimination plays a major role in this. Many women fear that they will be perceived as less capable if they openly discuss their menopausal symptoms. This results in almost half of the affected women not seeking support at their workplace.

Don't underestimate the impact of discussing menopause at work. When companies take action, they create a healthier, more supportive environment that improves everyone's well-being and productivity. Together, we break the taboo!

A holistic solution for companies

To mitigate the impact of menopause on women and businesses, a holistic approach is needed that includes both health promotion and individual support:

For EU compliance and ESG points: Menopause support should be included in reporting

With the new EU directives CSDDD and CSRD, companies will have to report more comprehensively on social sustainability issues in the future. Supporting women in menopause fosters an inclusive work environment and improves the productivity and retention of skilled employees, which is becoming increasingly relevant in the ESG context.

Implementation and sanctions

The CSRD will come into effect in stages: from 2024 for large capital market-oriented companies (over 500 employees), from 2025 for large companies with more than 250 employees or 40 million. Euro turnover, and from 2026 for capital market-oriented small and medium-sized enterprises. Failure to comply may result in sanctions of up to 5% of annual turnover.

Thus, companies can not only demonstrate social responsibility through menopause support, but also meet regulatory requirements.

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