The key facts

  • The ETUC (45 million members, 41 countries) demands that menopause be taken into account in EU legislation and at workplaces: risk assessment, flexible schedules, manager training, free products.
  • According to the data cited by the ETUC, about 30% of women experience symptoms affecting their work; in Norway women's income falls by 7.4% by the fourth year after diagnosis.
  • In November 2025 the European Commission stated that no separate strategy is planned, but included menopause in the Gender Equality Strategy 2026–2030; MEP Lina Gálvez's report is being discussed in parliament.

Trade unions demand changes to the law

The European Trade Union Confederation (ETUC), uniting 45 million members in 41 European countries, advocates recognising menopause in EU labour law. In its view, the lack of support deprives women of part of their earnings, career opportunities and pension income. ETUC Deputy General Secretary Isabelle Schömann stated that occupational health risks for women 'remain largely ignored by legislation that remains focused on predominantly male occupations', and called for bringing legislation into line with the reality of today's workforce. 'Lost wages, missed promotions and lower pensions are the price millions of women pay because working conditions are not adapted to menopause,' she added.

Scale of the problem

Menopause usually occurs between the ages of 45 and 55. According to the data cited by the confederation, about 30% of women face symptoms affecting their ability to work — fatigue, sleep disturbances, hot flushes, joint pain, anxiety and concentration problems; about 85% of women experience at least one symptom. A study mentioned by the ETUC says that in Norway, by the fourth year after diagnosis, women's income falls by 7.4% — due to reduced working hours, sick leave and missed promotions.

The European Commission's position

In November 2025, Equality Commissioner Hadja Lahbib stated that the European Commission does not plan a separate Europe-wide strategy on menopause, while pointing to research funded under Horizon 2020 and Horizon Europe. Later, the Commission included menopause in the Gender Equality Strategy for 2026–2030, published in March: it provides for the exchange of national best practices in combating poverty related to menstruation and menopause, as well as a study in 2028 on the economic and social benefits of reducing the gap in women's health. These commitments do not imply separate legislation on women's labour rights during menopause.

The European Parliament's initiative

The European Parliament seeks to push the topic further: Spanish MEP from the Socialists Lina Gálvez is preparing a draft report 'Menopause — more than a medical issue: turning menopause into an economic, labour and social priority'. The document, which will be discussed in plenary only next year, provides for the creation of a separate Europe-wide strategy, expanded research, public campaigns against stigmatisation, stronger support at workplaces and improved access to healthcare. 'It is time for the EU to address the issue of menopause,' Gálvez wrote in the draft. For now, the report remains a parliamentary initiative rather than adopted EU policy.

Demands for workplaces

The ETUC's priority is taking menopause into account in the organisation and regulation of work. Trade unions demand risk assessment taking into account temperature, ventilation and workplace infrastructure; flexible working arrangements and the possibility of remote employment; training for managers and HR departments; physical changes, including temperature regulation and ergonomic equipment. The confederation also insists that menopause policies be agreed with trade unions, implemented and monitored, and that menstrual and menopause products be provided free of charge at work. Schömann noted that trade unions are already seeking the inclusion in collective agreements of provisions on workplace adaptations and flexible forms of employment.