European Trade Unions Demand EU Workplace Legislation for Menopause Support

The European Trade Union Confederation (ETUC), representing 45 million workers, is intensifying its campaign for EU-wide legislation to address the impact of menopause in the workplace. The organization argues that current labor laws are structurally biased toward male-dominated work environments, failing to account for the health realities of a significant portion of the workforce. By pushing for formal recognition, the ETUC aims to mitigate the long-term financial consequences for women, including reduced earnings, stalled career progression, and diminished pension contributions.

Data underscores the urgency of the issue, with approximately 85% of women experiencing at least one symptom—such as fatigue, anxiety, or sleep disruption—that can hinder professional performance. Research cited by the ETUC indicates that women’s earnings can drop by 7.4% within four years of a menopause diagnosis due to reduced hours and missed opportunities. ETUC Deputy General Secretary Isabelle Schömann stated, “Loss of pay, lost promotions, and lower pensions is the price being paid by millions of women for the failure to adapt work to the menopause.”

While the European Commission has integrated menopause into its 2026-2030 Gender Equality Strategy, it has stopped short of proposing binding legislation, preferring to focus on research and the exchange of national best practices. The Commission currently points to projects funded through Horizon Europe to address the medical and social impacts of the transition. However, this incremental approach has drawn criticism from labor advocates who argue that voluntary measures are insufficient to protect employees from systemic workplace disadvantages.

In response, the European Parliament is advancing a report led by MEP Lina Gálvez, which advocates for a comprehensive EU strategy encompassing public awareness campaigns, improved healthcare access, and mandatory workplace adjustments. Proposed measures include risk assessments for temperature and ventilation, flexible working arrangements, and mandatory training for management. As the debate moves toward future plenary sessions, the ETUC continues to negotiate collective agreements at the national level, seeking to establish a regulatory framework that mandates physical and organizational support for menopausal employees across the bloc.