Menopause and work: how to make it discussable

In the Netherlands, around 1.8 million women are in the menopausal transition. Many of them notice little of it, but for a sizeable group it affects their work. Yet in the workplace it often stays unspoken. And because almost no one calls in sick, you do not see it in the absence figures. How do you make menopause and work an ordinary conversation instead of a taboo?

Big, but invisible

Menopause is a normal stage of life, not an illness. But the figures show that the impact on work is considerable:

Symptoms are more than hot flushes. Around 60% of women with menopausal symptoms experience memory or concentration problems. Poor sleep, concentration and self-confidence affect work directly. These are often employees with twenty or thirty years of experience, with knowledge, a network and a role-model function. With some room and understanding, they keep using that experience to the full.

Why it stays unspoken

Around half of working women with menopausal symptoms do not discuss them at work. Five barriers we hear again and again:

• Taboo and shame. The subject feels private, and touches on age and the body.
• Fear of the label. Those who mention symptoms fear being seen as less capable.
• Uncertain managers. They do not know what they are allowed to ask, so they leave it.
• Symptoms you do not recognise. Women around 45 do not always connect poor sleep or forgetfulness with menopause.
• Changeable and unpredictable. A good week, then a bad one. That makes it hard to say anything about it.

Meanwhile, 57% of women who experience inconvenience actually want more support or understanding at work.

There is now a guideline

Since March 2026, the NVAB (the Dutch association of occupational physicians) has had a guideline on menopause and work. Together with the guidance from the Labour Foundation, it provides a clear framework. To be honest: there is no workplace measure with strong evidence yet. Self-help with cognitive behavioural therapy has been researched best. Most workplace measures rest on consensus, but they cost little and do no harm.

The conversation between manager and employee

The most important tool is a good conversation. Start with the work, not with a guess about the cause. For example: “How are you, and how is your work going?” or “Is there anything in your work or workplace that would make things easier for you?” The employee decides what she shares. Do not raise menopause yourself on the basis of age, do not ask about symptoms or medication, and leave out jokes, even well-meant ones.
The golden rule: discuss work and adjustments with the manager, and health with the occupational physician or GP. HR makes sure both routes are clear and safe.

Mind privacy

Health data is special category personal data. As an employer, you do not ask about symptoms or diagnoses. In anonymous questionnaires too, you ask about work experience, support and openness, and you only look at results at group level. Menopause policy falls under the works council’s right of consent.

Get started

With Deepler Research you measure what different age groups need: anonymously, at group level and without questions about health. See also how an organisation mapped the needs per generation. In the whitepaper you will find a step-by-step plan and a template for your own menopause policy.

Sources

• NVAB (2026). Richtlijn Overgang en werk (Guideline on menopause and work), authorised 12 March 2026.
• Labour Foundation (2023). Handreiking Overgang en werk (Guidance on menopause and work).
• CBS and TNO (2022). Menopausal symptoms and work, based on the NEA 2021.
• RIVM (2022). Menopausal symptoms and work, research with Lifelines among more than 12,000 working women.
• Hardy, C. et al. (2018). Self-help cognitive behavior therapy for working women with problematic hot flushes and night sweats (MENOS@Work). Menopause, 25(5).