Trade unions are pressing for European Union legislation to formally recognise menopause in workplace regulations, arguing that current protections leave millions of women facing lost earnings and stalled careers.
The cost of silence
The European Trade Union Confederation (ETUC), which represents 45 million workers across 41 nations, says the legal framework remains rooted in male-dominated norms. This gap forces women to manage symptoms like fatigue, sleep disruption, and anxiety without formal safeguards. The ETUC argues that employers have not adequately adapted work environments to accommodate these biological realities.
The organisation points to data from Norway showing women’s earnings dropped by 7.4% in the fourth year following a menopause diagnosis. This decline stems from reduced working hours, increased sick leave, and missed promotions. ETUC Deputy General Secretary Isabelle Schömann describes the situation as a collective penalty for a workforce that remains largely invisible in the law.
Menopause, which typically affects women between ages 45 and 55, impacts a large share of the labour force. About 30% of women experience symptoms that reduce their capacity to work, while 85% endure at least one such symptom. The physical and mental toll of these conditions directly influences a worker’s ability to maintain a steady career trajectory.
EU inaction and political pressure
The European Parliament is examining a draft report by Spanish Socialist MEP Lina Gálvez titled “Menopause beyond a health issue: turning menopause into an economic, working and social priority.” The text calls for a dedicated EU strategy to improve workplace support and access to healthcare. Gálvez argues that stigma and poor support systems prevent women from reaching their full professional potential.
The European Commission has taken a cautious approach. Equality Commissioner Hadja Lahbib stated in November 2025 that the Commission does not plan a dedicated EU menopause strategy. Instead, the body focuses on research projects funded through Horizon 2020 and Horizon Europe to study the condition’s impacts. A shift occurred with the inclusion of menopause in the Gender Equality Strategy 2026-2030, which commits to exchanging national best practices and studying the economic benefits of closing the women’s health gap. The Commission has not yet drafted specific legislation.
Demands for change
The ETUC is leading a campaign for practical adjustments to the working environment. Their proposals include mandatory risk assessments for workplace temperature and ventilation, the right to flexible hours or remote work, and mandatory training for HR staff. They also seek the implementation of negotiated menopause policies monitored by unions and the provision of free products.
