Employers Urged to Support Women Facing Menopause in Europe

Employers across Europe are facing increased pressure to support their female employees experiencing menopause, as a recent study highlights the significant economic impact of inadequate workplace accommodations. According to a report by the United Kingdom’s National Health Service (NHS) Confederation, approximately 60,000 women are not in the workforce due to debilitating menopausal symptoms, which can include severe menstrual pain, heavy periods, endometriosis, fibroids, and ovarian cysts. The report estimates that this absence equates to a staggering £1.5 billion (approximately US$2 billion) in lost economic potential annually.

Healthcare professional Hazel Hayden shared her personal struggles with menopause while working as a nurse in the NHS. She faced challenges managing her professional responsibilities alongside her menopausal symptoms and ultimately decided to establish her own menopause clinic in Bristol. “I asked if I could shorten my hours, but there was no allowance for that,” Hayden recounted. “By the time I finished at 18:30, I was absolutely shattered.”

Global Impact and Workplace Challenges

A study conducted in 2022 involving over 4,000 women in the UK revealed that more than half reported diminished motivation and confidence at work, with one in four taking time off due to their symptoms. The United Nations Population Fund estimates that this year, around 1.1 billion women globally will be undergoing menopause, representing a fifth of the world’s workforce, many of whom are at the height of their careers. Campaigners stress that a lack of understanding and flexibility in workplaces is driving experienced staff away.

Experts advocate for increased awareness among employees and management regarding the signs of menopause. Louise Newson, a hormone specialist at the Newson Clinic in Stratford-upon-Avon, emphasized the importance of fostering a supportive work environment. “You can’t just expect a workplace to carry you through when you have symptoms that are due to a hormone deficiency,” she explained. “If someone had low iron and was tired at work, you wouldn’t just give them a cushion and let them lie down. You would talk to them about solutions, and that’s the same with menopause.”

Regional Disparities in Menopause Management

In France, a long-term study is underway to better understand the effects of menopause and how to manage them effectively. However, women in France may face delays compared to their counterparts in the UK when it comes to accessing the latest pharmaceutical treatments. For instance, Lynkuet, a non-hormonal treatment for hot flushes developed by Bayer, has been available since last year but is already approved in Canada and the UK but remains less accessible in France.

Florence Tremollieres, president of the French Menopause Society, noted that France’s administrative processes often slow down the availability of new drugs. “France has been very late to the possibility of dispensing these drugs compared with other nations in Europe,” she stated. The lengthy negotiations to finalize pricing and bring products to market can hinder timely access to necessary treatments.

Campaigners are warning that without proactive measures from both governments and companies, women will continue to face unnecessary hardships during menopause. This, in turn, threatens to erode the pool of experienced professionals, ultimately affecting business performance and productivity across the continent.

As awareness grows regarding the challenges posed by menopause in the workplace, it is imperative for organizations to implement supportive policies. Doing so not only benefits individual employees but also enhances overall workforce stability and economic potential.