Standfirst: The European Trade Union Confederation is urging the European Union to recognise menopause in workplace legislation, as the European Parliament considers a report on its economic and social effects. The Commission has included menopause in its gender-equality agenda but has not proposed dedicated EU workplace rules.
The campaign puts menopause at the centre of a growing debate about employment, equality and women’s health across the European Union. Trade unions say insufficient workplace support can affect earnings, promotion opportunities, working hours and pension outcomes, while EU institutions are still considering how far coordinated action should go.
What is being proposed on menopause at work?
The European Trade Union Confederation (ETUC), which represents 45 million members across 41 European countries, wants menopause to be reflected in EU workplace legislation and occupational-health policy. Its argument is that workplace rules have not adequately addressed health risks affecting women during a significant part of their working lives.
The organisation is calling for practical changes to how workplaces are designed and managed, including:
- Risk assessments that consider temperature, ventilation and workplace facilities;
- Flexible working hours and remote-working options where appropriate;
- Training for managers and human-resources staff;
- Temperature controls and ergonomic equipment;
- Menopause policies negotiated with trade unions; and
- Free menstrual and menopause products at work.
The ETUC also wants workplace measures to be implemented and monitored rather than treated as voluntary commitments without follow-up. The precise legal route for any EU-level action has not yet been established.
European Parliament examines wider policy response
The issue is also being considered by the European Parliament. Spanish Socialist MEP Lina Gálvez is leading a draft report titled Menopause beyond a health issue: turning menopause into an economic, working and social priority.
The draft report calls for:
- A dedicated EU menopause strategy;
- More inclusive research into menopause;
- Public campaigns to challenge stigma;
- Stronger workplace support; and
- Improved access to healthcare.
However, the report is still a parliamentary initiative. It has not become EU law or an adopted policy, and it is expected to be discussed further in a plenary session next year. Any binding workplace legislation would require the relevant EU legislative process and, depending on its form, agreement between the European Parliament and the Council of the European Union.
Commission has included menopause in gender strategy
The European Commission has stopped short of proposing a standalone EU menopause strategy. In November 2025, Equality Commissioner Hadja Lahbib said the Commission was not planning a dedicated strategy, while pointing to research supported through Horizon 2020 and Horizon Europe on the medical and social effects of menopause.
The Commission’s Gender Equality Strategy 2026–2030 subsequently included menopause within the wider equality agenda. The strategy commits to exchanging national best practices on menstrual and menopause poverty and includes a planned 2028 study on the economic and societal benefits of closing the women’s health gap, including menopause.
Those commitments represent recognition of the issue at EU level, but they do not establish dedicated workplace rights for menopausal employees. Employment conditions, occupational health and workplace adjustments remain significantly shaped by national laws, collective bargaining and employer policies.
Why workplace support matters
Menopause typically occurs between the ages of 45 and 55, meaning that many people experience symptoms while still active in the workforce. Symptoms can include fatigue, disrupted sleep, hot flushes, joint pain, anxiety and difficulty concentrating.
The source material cites research indicating that around 85% of women experience at least one symptom, while roughly 30% experience symptoms that affect their ability to work. The impact can vary considerably between individuals, and not every worker will need adjustments or medical support.
Research cited by the ETUC found that women’s earnings in Norway were 7.4% lower by the fourth year after a menopause diagnosis. The reported decline was associated with reduced working hours, sick leave and missed promotions. The findings illustrate why unions frame menopause as an employment and economic issue as well as a health matter.
What could EU action mean for employers and workers?
If future EU measures are proposed and adopted, they could encourage more consistent standards across member states. Potential areas of change could include workplace risk assessments, reasonable adjustments, staff training and access to information. However, no dedicated EU menopause workplace law has been adopted on the basis of the developments described here.
For now, employers and national authorities remain central to the response. Trade unions are already negotiating collective agreements covering flexible arrangements and workplace adjustments in some sectors. National rules may therefore develop at different speeds and take different forms.
For Ireland, the immediate position is that there is no new EU-wide menopause workplace right arising from the parliamentary draft report or the Commission’s strategy. Irish workers and employers may nevertheless be affected by future EU discussions, research, best-practice exchanges or any later legislative proposal.
What happens next?
The European Parliament’s draft report is due to receive further attention at a plenary session next year. Its eventual outcome could influence political debate and encourage national measures, but a parliamentary report would not by itself create binding obligations.
The Commission’s planned 2028 study and exchange of national practices may provide additional evidence about the economic and social effects of menopause support. Any future EU legislation would need to be clearly proposed, negotiated and formally adopted before new legal duties could apply.
Conclusion
The campaign for menopause protections in EU workplace law has moved the issue further into the European equality and employment debate, but it has not yet produced binding EU rules. The European Parliament is examining possible action, while the Commission has included menopause in its gender strategy without proposing a dedicated law. For workers and employers, the next important steps will be the Parliament’s further discussions and any future Commission initiative.
