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<\/p>\nMenopause is more than just a private matter, as shown by survey results from the IAB online survey “Working and Living in Germany” (IAB-OPAL). A clear majority of women (78 percent) view menopause as an issue that concerns both women and men \u2014 regardless of whether the respondents themselves are at the age when menopause typically occurs. Only about one in ten women categorises the topic as exclusively concerning women, while one in nine considers it a purely personal matter.<\/p>\n
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Men consider menopause as a purely personal matter almost twice as often as women do (22\u00a0percent versus 11 or 12\u00a0percent). The proportion of men who view menopause exclusively as a women’s issue is also higher than amongst women. Nevertheless, a clear majority of the men surveyed view menopause as a shared issue for both women and men, even though the proportion (63\u00a0percent) is slightly lower than amongst women. In this respect, greater awareness and information regarding this issue would likely be welcomed by both women and men. Particularly in mixed-gender teams, this could lead to greater sensitivity and support for the women affected.<\/p>\n
This support is essential, as studies from the UK<\/a>\u00a0, Norway<\/a>, and Sweden<\/a>\u00a0 demonstrate that menopause-related symptoms can negatively affect employment, working hours, and income. At the same time, they can be associated with a higher reliance on social benefits. Drawing a parallel to the “motherhood penalty” \u2014 the negative impact motherhood can have on women’s career trajectories and earnings \u2014 researchers such as Gabriella Conti<\/a> refer to this phenomenon as the “menopause penalty.”<\/p>\n Companies play a pivotal role in this regard. To better integrate the topic of menopause into the everyday working environment, companies should address the issue and develop initiatives to provide information, raise awareness, and offer support to employees. The goal is to share knowledge about menopause and potential symptoms, highlight existing needs for support, and help employees manage the associated challenges in their daily work. However, in many workplaces the subject is rarely discussed openly. To foster a more open approach, male employees \u2014 particularly those in leadership positions \u2014 should also be appropriately informed. After all, alongside improved access to healthcare services and information regarding menopause, international studies show that a supportive work environment can help mitigate the negative impact on women’s career paths.<\/p>\n Abrahamsson, Sara; Barschkett, Mara; Flat\u00f8, Martin (2025): Beyond Hot Flashes: The Career Cost of Menopause.<\/a> IZA Discussion Paper No. 17789.<\/p>\n Burkert, Carola; M\u00fcller, Dana; Steinberg, Hannah Sinja; Volkert, Marieke (2026): Die Wechseljahre der Frau \u2013 ein blinder Fleck in der Arbeitswelt. IAB-Forum, 24 June 2026. DOI:10.48720\/IAB.FOO.20260624.01<\/a><\/p>\n Burkert, Carola; M\u00fcller, Dana (2025): Auswirkungen der Wechseljahre auf die Arbeitswelt – ein untersch\u00e4tztes Tabuthema. IAB-Forum, 24 February 2025. DOI:10.48720\/IAB.FOO.20250224.01<\/a><\/p>\n Bryson, Alex; Conti, Gabriella; Hardy; Peycheva, Darina; Sullivan,\u00a0 Alice (2022): The consequences of early menopause and menopause symptoms for labour market participation. Social Science & Medicine, Vol. 293, Art. 114676. DOI: 10.1016\/j.socscimed.2021.114676\u00a0<\/a><\/p>\n Conti, Gabriella; Ginja, Rita; Persson, Petra;\u00a0 Willage, Baton (2025): The menopause” penalty\u201d. National Bureau of Economic Research, No. w33621. DOI:<\/span>\u00a010.3386\/w33621<\/a><\/p>\n <\/p>\n Bild: Miljan \u017divkovi\u0107 \/ stock.adobe.com;<\/p>\nWhat does this mean for companies?<\/h2>\n
Literature<\/h2>\n